Home About Services Process Contacts

"Get the right people on the bus."
- Jim Collins, Author of Good to Great

There are different reasons for being asked to participate in the psychological assessment process. The objectives of the process, however, generally remain the same. The goal of the process is to develop an accurate description of an individual's primary strengths and developmental needs. Perhaps a more accurate description of the process is as a managerial or sales profile. The premise is that everyone, regardless of experience, has distinct abilities, personality traits and behaviors that will either be assets or liabilities in a given job or organizational culture. The assessment process is designed to clearly identify and describe an individual's strengths and developmental needs relative to a particular position or organizational culture.

Appropriate Participants
We assess people for a variety of different reasons. Some of the more typical reasons are the following: Outside candidates being interviewed for a specific position within an organization. Internal candidates being considered for a new position requiring different skills and abilities than their current position. People trying to decide on a career track, i.e., whether a staff position or line management position is best for them. Supervisors or managers struggling with their current job. Assessments can help determine why they are having difficulty with the role they are in currently.

We recognize that there is often some anxiety and confusion associated with being asked to see an Industrial Psychologist. Therefore, we start each assessment with an overview of the process with the candidate. The overview explains the steps in the process, the objectives for the day, and the potential benefits of the experience to the individual. Once these subjects are covered, most people relax and approach the assessment with some personal curiosity regarding what the results will tell them about themselves. The process has three very distinct parts, which are described below.

The personal interview is perhaps the most important part of the assessment process, in terms of understanding candidates on a personal level. The first half of the interview focuses on the person's education and work history. The second half of the interview focuses on the person's self-concept, motivation, and interpersonal style. People generally find the interview both interesting and informative.

Most people experience some anxiety over the prospect of being tested and having their performance evaluated. It is important to understand that these tests are not of the 'pass-fail' variety. There is no preparation required since we will be measuring how you see yourself as a person in most cases. Participants take three or four tests or questionnaires, depending on the level and the nature of the position. One is a personality test measuring factors such as sociability, organizational skills, independence, etc. The second is an aptitude test measuring verbal and analytical skills. The third is a managerial style or selling style test. Other tests might include a leadership style test, a test of values, or a test of interests.

It is our belief that each participant can benefit personally from the assessment process by gaining insight into their strengths as well as recognizing where they could develop new skills or behaviors. Toward that goal, we review the assessment results with each participant, either face-to-face or via email or phone call. We want participants to feel they will be described in a manner that is both fair and consistent with their self-views. Our experience has shown that the feedback session is a very positive experience for participants.

A typical evaluation is designed to be no more than 2.5 hours. There are some specialized evaluations that can last an entire morning or afternoon. Appointments are scheduled at varies hours between the hours of 8:00am - 3:00pm. Be sure to bring any reading glasses you require or other aids that you need. We also have all tests in Spanish and French Canadian if required.

Contact and Travel Information to our Buckhead offices

E-mail: info@ConsultingPG.com

"If your employees aren't loyal, it's hard to imagine your customers will be."
- Dianne Durkin, President and Founder of The Loyalty Factor

Let's face it. It is hard to find good employees. When you find them, you need to keep them loyal to your organization. Employee retention is more important than ever. Employee loyalty directly translates into higher productivity and avoids the time/expense associated with filling and refilling positions.

Employee Opinion Surveys
Because each client is unique, each of our employee opinion surveys is custom designed to perfectly match what your company wants to measure. Most of our clients prefer to have a few "demographic" items in the survey, so that we can look for patterns/trends among different groups of employees (i.e., tenure, job group, job level, location, etc). The main body of the survey usually consists of 30-80 attitudinal items that employees rate on a scale of 1-5 (strongly disagree to strongly agree). The last part of the survey is oftentimes a forum for open-ended comments where employees can discuss at greater lengths those aspects of the job/company that they like the most and least. Each survey is different, however, and is based upon the needs of your business and the unique culture of your company.

After the results are collected and tallied, we analyze the data and write an executive summary of the results to draw attention to the highlights without getting bogged down in excessive detail. Survey data can be overwhelming with so many numbers, and it is important to stay focused on the bigger picture without getting sidetracked on lesser issues.

Our survey fees are very competitive with the market (usually $6-8K) and we can generally complete a survey project start-to-finish in less than a month.

Contact and Travel Information to our Buckhead offices

E-mail: info@ConsultingPG.com

"My main goal was developing talent."
- Jack Welsh, ex-CEO of GE and King of Shareholder Value and Six Sigma

360-degree feedback, also known as multi rater feedback, is a method where coworkers rate a target manager/leader in order to provide them with information about their strengths/weaknesses.

Typically, along with a self-assessment, feedback is gathered through questionnaires or surveys completed by an employee's subordinates, peers and managers. Anyone who interacts with the employee or who can provide useful information about the employee can be a participant in the appraisal process, providing an even broader view of the employee's performance. The questions consist of a wide range of work place competencies and behavioral traits that can easily be rated by others.

360-degree feedback allows the individual under "review" to better understand how his/her behaviors are viewed by others and gain insight into his/her strengths and weaknesses. Most often, the feedback is used to help "develop" an individual according to the needs of the organization. It can help to stimulate employee development, productivity and performance.

When all participants have completed the survey, the target manager will receive a comprehensive report including the following:

+   Rank order of the management skills
+   Specific strengths/weaknesses of the target manager, based upon coworker ratings
+   Topic-by-topic analysis of each competency area
+   A summary of the written comments - both strengths and weaknesses

We always sit down and review the individual reports with the target managers. When appropriate, we also can facilitate meetings with the target manager and his/her boss to review the results and discuss future action plans.

Click here to download sample pages from a 360-degree feedback report.

Who can use 360-Degree Feedback?
Although 360-degree feedback can be used for anyone within an organization, the process is typically used for employees in management or leadership roles. Technically speaking, if an employee doesn't have any direct reports, the process would not be 360-degrees, but could still provide useful information on performance and leadership potential.

Getting Started
Contact our office in order to get your company set up. We custom design our 360-degree feedback surveys based upon the needs of your organization. We will meet with you to discuss typical areas that are oftentimes measured in these surveys, and get your input on additional things that should be measured. We develop the survey in conjunction with you. Additionally, we will need to know who will be going through the program; the coworkers that will be rating the target managers

We meet with the participants and discuss the process, paying particular attention to the anonymity of the raters. A 360-degree feedback program is sensitive in nature and needs to be conducted by an outside, experienced professional.

Contact and Travel Information to our Buckhead offices

E-mail: info@ConsultingPG.com

"Choose the job that you love and you will never have to work for a day in your life."
- Author unknown

New: Career Counseling!
We are pleased to announce that we have a new career counseling service for individuals seeking the right career path.

Our service is available to anyone who would like an in-depth analysis of potential career paths tailored to their personality, interests and values. This can include young adults just out of high school headed to college, an associate that is dissatisfied with their current career choice or anyone who is interested in taking the time to maximize their success within a career. CPG offers individuals an informative report that helps them identify the career path that makes the most sense for them.

Our reports are based upon an extensive national database and the individual's own unique situation and personality. We are very proud of this report and have gotten very positive reactions to it.

Deciding upon a career is one of THE most important decisions of a person's life and should be made carefully. People oftentimes don't even know the myriad of different jobs that are out there in the U.S. economy. We can help.

We test AND interview candidates in order to fully understand their personality, values, interests and aptitudes. We learn about whether schooling is an option for them or not. We learn about their future goals and objectives and how important their future work schedule will be - as well as how important money/finances will be.

Our tests are administered both on-line and in our office setting. The total testing/interview time is about 2.5 hours.

We compare the candidate's test scores to a database of thousands of people across the U.S. who currently occupy over 250 job categories. These are job occupants who are either satisfied or very satisfied with the type of work that they do.

We assimilate all of that data and make recommendations on jobs that the candidate should pursue. We also point them to specific resources that they can use to investigate these jobs.

Finally, we point out that we provide free follow-up advice/counsel for up to four years after the candidate goes through testing. We want to be an ongoing partner for the candidate as they think about different jobs/roles or as their life circumstances change.

Contact and Travel Information to our Buckhead offices

E-mail: info@ConsultingPG.com