Brooks Talent Index:
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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:

Many popular personality tests such as the Myers-Briggs Type Indicator have useful applications within the workplace, but aren’t legal for making hiring decisions.

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.

Our assessment partner, TTI Success Insights, has researched, validated, and applied social and brain science—creating predictive and accurate behavioral assessments that have been used to improve the hiring processes in over 100,000 companies around the world.

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.

–Business Insider

Don’t leave your hiring decisions up to intuition. Take a scientific approach to talent management with a system that’s proven to help you find, hire, and keep the best people for your organization.