Contact: suzanne@targetedcareersolutions.com or (317) 679-4003   

​​Targeted

Career

Solutions

Predictive Index Survey

The Predictive Index Survey is a scientifically validated assessment tool with a track record of business application and success that dates back to 1955.  The assessment is used by more than 8,000 companies around the world and is available in 65 languages.  It helps people and organizations understand how they work independently and in teams.


Specifically, the insight from this assessment helps users in the following ways:   


  • Develop self-awareness.   Leaders can best motivate and lead when they understand themselves first.  
  • Build and improve teams. By understanding the personalities of team members, leaders can better understand how to maximize team performance.
  • Improve organizational design and performance.  Pulling back from the micro-level examination of individual jobs and employees, a macro-level look at the companies human capital needs and existing resources can shed light onto challenges, opportunities and solutions.
  • Match people and jobs. Jobs have personalities just like people. When jobs and people are well matched, hiring success and retention ratios significantly improve.
  • Improve Communication. By understanding what drives a person, the assessment helps managers and employees adapt communication styles that best meet the needs of the individual.


This assessment has been proven to deliver insightful data and impact to businesses and leaders, giving them a foundational advantage in the follwoing areas:









The assessment system consists of a powerful combination of assessment, training, and consulting.  Clients work with a dedicated management consultant who advise and support the implementation of the assessment system to achieve desired results.

Strong Interest Inventory

The Strong Interest Inventory® assessment is one of the world’s most widely respected and frequently used career planning tools. It has helped both academic and business organizations develop the brightest talent and has guided thousands of individuals—from high school and college students to midcareer workers seeking a change—in their search for a rich and fulfilling career.


For providing a theoretical structure to the Strong, in 1974 John Holland’s psychology-based codes were incorporated into the assessment. Holland’s theory is based on four main assumptions:

In our culture, most people can be categorized into six Themes and each person may be characterized by one Theme or some combination.
Job environments can be divided into these same six Themes and each environment is dominated by a particular type of person. Thus, the personality types of co-workers, as much as job requirements, establish the working tenor of a given occupation.


People search for environments that let them exercise their skills and abilities, express their attitudes and values, take on problems and roles they find stimulating and satisfying, and avoid chores or responsibilities they find distasteful or formidable.


Behavior is determined by an interaction between a person’s personality and the characteristics of his or her working environment. Factors such as job performance, satisfaction, and stability are influenced by this interaction.

















As shown above, Holland’s theory organizes the six Themes by placing them at the six points of a hexagon with those presumed to be the most closely related located adjacent to each other and those most dissimilar located across the hexagon from each other. The order in which they fall around the hexagon is frequently called the R-I-A-S-E-C order. The Strong is the only empirically derived RIASEC assessment.

Assessments