We have developed one of the most sophisticated human analytics measurement platforms available today. The PAC system measures over 180 traits across 8 domains including personality, organizational culture, and work styles. Our cloud-based matching algorithm develops multivariate insights from the data in real time.
Have a lot of candidates applying for your jobs? Years of research have proven that in many cases, psychometric testing can be a better predictor of on-job performance than traditional recruiting methods alone.
Source: The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. Frank L. Schmidt and John E. Hunter. 1998. PAC data based on r-squared of real customer competency models.
Compared to traditional recruiting methods like education, experience and reference checks - PAC is a much more powerful predictor of on job performance. In fact, PAC offers the highest probability of hiring success on the market today.
If you're wondering why, there are a couple important reasons. First, things like resumes and references checks can be gamed. Essentially, people will tell you what you want to hear. Second, even with the best intentions, our biases affect our evaluation of candidates. We tend to favour backgrounds that mirror ours because we are in a better position to evaluate them.
PAC's unique approach to psychometrics and people analytics has enabled us to have one of the most predictive performance engines avaialble.
Traditional psychometric assessments and services provide you with trait reports that make assumptions about what is important. For instance, it is widely believed that leadership and attention to detail are "good" for a host of jobs.
While there is some truth to this as a generalization, we take a very different and more scientific approach. We use your own company's competency data, such as sales figures or NPS scores, to develop multivariate predictive models that help identify what actually drives success within your company's functions. Our experience shows that conventional assumptions of success drivers are sometimes not only contributors to success but in fact detrimental to performance.
The PAC assessment was built specifically to measure how people perform at work
Most psychometric assessments were built decades ago and were intended for generic use. They were not built specifically to measure on-the-job traits. Since that time, scientific advancements have leaped forward, though most tests administered today do not reflect those improvements. "30 years of validity" has become a nice way to say "our science is old". Rather than license off-the-shelf assessments, we created our own, from the ground up, to specifically measure and match people to the needs of organizations.
Most assessments measure high-level personality traits like Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
Our assessment is bundled with advanced preventative and diagnostic measures of impression management.
We take every step to reduce gaming/faking in our assessment, and in cases where such steps are not entirely effective, we help identify the degree of candidate faking through several measures.
PAC has the most exhaustive array of norm groups available today. Because it's not raw scores that matter, but how those scores compare to different populations of people.
For more technical information regarding reliability, validity, and how our test (does not) discriminate, visit our technical manual.