Simply observing someone can tell us HOW they perform--the hard part is understanding WHY. The most significant difference between our Attribute Index profiles and other tools you may have used before is that we answer the "why" behind performance. Knowing why someone performs as they do is the key to managing people and the difference that makes our Attribute Index profiles the most reliable I've ever used.

The Attribute Index profile is the 21st century application of the original work of Dr. Robert S. Hartman. Over 20 validity studies have been performed on this body of work over the last 30 years which have scientifically proven it to be an extremely accurate means of assessing an individual’s level of talent in over 70 key areas or capabilities. By identifying and understanding these capabilities we can begin to make better management decisions regarding placement, development and retention.

The Equal Employment Opportunity Commission (E.E.O.C.) has also established that screening instruments, psychological testing, personality tests, and all other evaluation procedures that are used in industry are to fulfill the Uniform Guidelines on Employment Selection Procedures (1978).

"Employer policies and practices which have an adverse impact on the employment opportunities of any age, race, sex, or ethnic group are illegal… Employer decisions include, but are not limited to hiring, promotion, demotion, membership, referral, licensing, and certification."