Looking for a more objective and effective way to assess talent? Introducing InVista, a revolutionary new platform designed to help you identify talent, develop employees, and grow your business.

You know recruiting is too important to leave to chance. Hiring the wrong person lowers performance, destroys organizational morale, and costs you money. InVista was designed to bring science and objectivity into the recruitment and hiring process so you can hire the right person the first time.

Developed by experienced I-O psychologists, InVista draws on 40 years of scientifically reliable, valid, and predictive success in psychometric and clinical assessment. It offers individual tests for targeted and precise measurement needs, role-specific solutions that measure specific competencies linked to job performance, and advanced solutions for leadership or high-potential staff assessment.

Our products help you identify the necessary abilities for job performance and link those abilities to customized hiring solutions. We can develop tests to measure virtually any competency, skill, or knowledge domain relevant to your business.

Learn more about how InVista can help your business as Craig Dawson, PhD, InVista’s director of HR assessments, presents “Demonstrating the Value of Talent Programs to Senior Leadership” during the HR Tampa, Society for Human Resource Management Dinner Meeting on August 15 from 6 to 8 p.m. at the Centre Club in Tampa. Register here.

Dr. Dawson’s presentation will demonstrate how modern science and practice findings from the field of I-O psychology make talent programs valuable to organizations, how to use best practices and legal guidelines to support strategic organizational goals, and what makes the return on investment of talent programs resonate with senior leadership. 

Learn more about InVista at www.invistatalent.com.

As the old adage goes, “Find a job you love, and you will never work a day in your life.”

Though you may be passionate about a particular career or field of study, how do you know it will really make you happy? Nothing could be worse than studying for years to become a financial trader on Wall Street, for example, only to discover the first day on the job that you prefer a quieter, more stable, and more predictable type of working environment.

When considering a career, knowing more about what type of environment you prefer can impact job satisfaction. Do you prefer to work on a team or independently? Do you like positions of leadership? Do you desire recognition for a job well done?  Do you want a supportive employer? These are all aspects about yourself as an employee that you may not even realize. Employees who are a good fit have been shown to be happier, stay longer in a position, and be more productive.

The Work Values Inventory™ (WVI™) is a new test that measures work values (also known as vocational needs) to help users find job satisfaction by identifying a career that fits. It is based on and tied to the Department of Labor’s Occupational Information Network (O*NET). In just 10 minutes, users learn their top three work values (Achievement, Independence, Support, Relationships, Working Conditions, and Recognition). Using the WVI Occupations Finder, users then match their top work values to careers that are a good fit.

The WVI is self-administered, self-scored, and self-interpreted, and no special training is required. It benefits job seekers by helping them learn more about what they need in a position for job satisfaction. It also benefits career counselors, and it is a useful tool for human resource personnel when evaluating potential job candidates.

The WVI is an important part of the career personality puzzle—but it’s not the only part. The Working Styles Assessment™ (WSA™) evaluates work personality and approaches, such as initiative, cooperation, and innovation. The Self-Directed Search® (SDS®) examines aspirations, activities, competencies, and levels of interest in different occupations. Used together, these three tests help identify a user’s complete work personality to help him or her find a career that a fits.

PAR is pleased to announce the PARiConnect release of the NEO™ Five-Factor Inventory-3: Four-Factor Version (NEO™-FFI-3:4FV) and the NEO™ Personality Inventory-3: Four-Factor Version (NEO™-PI-3:4FV). The NEO-FFI-3:4FV and the NEO-PI-3:4FV provide information on four personality domains: Extraversion, Openness to Experience, Agreeableness, and Conscientiousness. Both measures are designed for use in employment and counseling settings involving activities such as career counseling, career development, and employee training where these four domains are the main focus. Items, normative data, and scoring are taken from the E, O, A, and C factors of the NEO-PI-3 or NEO-FFI-3.

 

The NEO-PI-3:4FV and NEO-FFI-3:4FV are available for administration and scoring only on PARiConnect. A self-report form (Form S) and a form for rating others (Form R) are available.

 

Learn more about this new addition to the NEO family of products today!