The DiSC profile, published by Wiley, is a non-judgmental tool used for discussion of people’s behavioral differences. The DiSC program asks a series of questions in order to produce a detailed report about a person’s personality and behavior, as well as tips related to working with people of other styles.

Primary DiSC styles:

• Dominance:Emphasis on accomplishing results, the bottom line and confidence
• influence:Emphasis on influencing or persuading others, openness and relationships
• Steadiness:Emphasis on cooperation, sincerity and dependability
• Conscientiousness:Emphasis on quality and accuracy, expertise and competency

The goal is to make your job easier. Their sales test results are comprehensive yet concise and to the point. You will have a crystal-clear picture so you can make the best hiring decisions.

SalesTestOnline.com Primary Assessments:

• Business Development Hunter Report:Each position is custom-profiled and each report has a suitability rating based on the closeness of match to the specific requirements of that role.
• Hunters Defined
• Why Sales Hunters can be 'difficult'
• The Killer Combination of Traits shared by Top Sales Hunters
• Faux Hunter-Closers and How They Fool You
• You Can Teach a Hunter to Farm But you Can't Teach a Farmer to Hunt-Here's Why

TTI has been on the cutting edge of the assessment solutions industry since 1984.

For over thirty years, TTI has helped more than 100,000 companies improve the lives and productivity of their employees, organizations, and management teams.

Over 30 million assessments administered worldwide.

驴sments distributed in 115 countries and 47 languages.

Their network holds a direct presence in 58 countries around the world.

Ampersand is the iconic symbol of connection, and that is what they offer in their services. The key ingredient is diagnosing organizational and leadership pain points and then implementing a cure for them.

Ampersand’s Action Categories:

• Prepare:Organizational Scorecard; 100 Day Plan
• 驴s:Executive Diligence; Organizational Survey; Organizational Diligence
• Develop:Executive Development; Organizational Development; Executive Coaching; Succession Planning
• Align:Executive Onboarding; Strategic Team Building; Board Alignment & Selection

The MBTI is one of the world’s most popular personality tools. It describes 16 distinctive personality types based on preferences related to four dichotomies. It also provides positive language for understanding and valuing individual differences and practical insight that’s easy to understand and implement.

MBTI Dichotomies:

• Extraversion or Introversion (Favorite World):Focus on the outer world versus one’s own inner world
• Sensing or Intuition (Information):Take in basic information versus interpret and add meaning
• 思考或感觉(决策):Look first at logic and consistency versus look first at people and special circumstances
• Judging or Perceiving (Structure):Prefer to get things decided versus stay open to new information and options

Hogan has been a pioneer in demonstrating a personality’s impact on organizational success and the use of personality assessments to improve workplace performance. All of their assessments are designed to address unique business challenges across a variety of talent management initiatives, from pre-hire election to executive-level development.

Hogan’s Primary Assessments:

• Hogan Personality Inventory:Describes normal, or “bright-side” qualities that describe how we relate to others when we’re at our best
• Motives, Values, Preferences Inventory:Describes the core goals, values, drivers, and interests that determine what we desire and strive to attain
• Hogan Development Survey:Describes “dark-side” qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail success
• Judgment:The ability to fix - and not repeat - bad decisions
• Hogan Business Reasoning Inventory:Describes reasoning style, evaluating sets of data, making decisions, solving problems, and avoiding repeating past mistakes

The Five Behaviors of a Cohesive Team aims to help people discover how to build a truly cohesive and effective team. This assessment views the cohesiveness of a team and individual contributions through the lens of either DiSC or MBTI.

The Five Behaviors:

• Trust:When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust
• Conflict:When there is trust, team members are able to engage in unfiltered, constructive debate of ideas
• Commitment:When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions
• Accountability:When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable
• Results:The ultimate goal of building greater trust, healthy conflict, commitment and accountability is one thing: the achievement of results