Brooks Talent Index:
Accurate, Trusted, Proven.
Get reliable results with a scientifically validated assessment system and stop sales turnover
Stop Sales Turnover with a System that Exceeds All Hiring Regulations
Assessments can help you predict a candidate’s likelihood for success in your organization, but not all assessment tools are legally eligible for hiring purposes. Be sure that you’re using a tool that guarantees the defensibility of every hiring or promotion decision you make.
Brooks Talent Index assessments exceed all federal and ethical guidelines for employment testing, including:
You can rest assured that the results delivered to you by the Brooks Talent Index system are both accurate and legally compliant.
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Personal assessments reveal the motivators and behavior styles that really affect how well someone will perform in a position, but not all tests provide reliable information.
The Brooks Talent Index system combines three assessments which have all been shown to be highly accurate at predicting behavior:
The Hartman Value Profile
This assessment is an application of Dr. Robert Hartman’s axiology, the science of value. The science makes it possible to accurately and objectively measure value, uncovering the underlying “personal values” of a candidate.
DISC Personality Assessment
A behavioral assessment tool based on the DISC theory of psychologist William Moulton Marston, which centers on four different behavioral traits: dominance, influence, steadiness, and compliance. The results have been measured for consistency using Cronbach’s alpha, with a minimum score of .826.
The Personal Interests Attitudes and Values Instrument
This report measures the relative prominence of six basic interests or motives, developed from the research of psychologist Eduard Spranger. The results have been measured for consistency using Cronbach’s alpha with scores ranging from .7 to .8.
According to Tomas Chamorro-Premuzic, a professor of business psychology at University College London and Columbia University, when tests are scientifically validated, they are better at predicting future performance than interviews, references, and résumés.