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Assessing Human Talent

toolsParamount Business Development offers many team performance tools to assess individuals for leadership performance capabilities, job performance potential, succession planning, and pre-hire selection.  The appropriate instrument is selected for the situation and to help create a development plan to reach the goal.  The team performance assessment tools include exclusive proven Paramount methods, and internationally validated internet based tools from Profiles International* and TTI Success Insights, Ltd* Assessments.

(* Paramount Business Development is proud to be a certified Strategic Sales Partner with SAS, and a certified provider of TTI Success Insights, Ltd* Assessments.)

Assessment Tools


Paramount 360

A proprietary tool used to assess the leader and his/her relationship and performance with peers, superiors, subordinates, and other key relationships.  This is a personal verbal assessment that explores several aspects of the leader.  This information is used to formulate a development plan to enhance the leader’s effectiveness and leadership skills.
The Leadership 360 is a 360-degree leadership survey used to help managers identify and prioritize their own development opportunities and leadership skills.  It is used to create a personal development plan to increase the performance of the leader and enhance his/her personal leadership skills.
The Leadership 360 tool evaluates personal relationships with peers, supervisors, subordinates and other key relationships.


The Checkpoint 360 is an employee survey for leaders and used primarily to evaluate the leadership skills and effectiveness of your managers and leaders.  This survey compiles a feedback system from direct reports, peers, supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback.  The reports explain how to improve training, management techniques, and communication for greater success.
The CheckPoint 360 is a 360-degree leadership survey used to help managers identify and prioritize their own development opportunities and leadership skills.  It is also used to surface management issues that could lead to low employee productivity, morale, satisfaction, and turnover.
  • Communications
  • Leadership
  • Adaptability
  • Relationships
  • Task Management
  • Production
  • Development of Others
  • Personal Development



The ProfileXT is a multi-purpose, total person employee assessment used for selection, development, training, managing, and succession planning.  This employee assessment measures how well an individual fits specific jobs in your organization, and the results can be used during the pre-employment training or succession planning stages.  The ProfileXT is customizable, and peak job performance models can be developed by company, position, manager, geography.

The ProfileXT is also used as a pre-hire tool to find the best-matched candidate for a particular job. It is also used to develop job descriptions and job performance models.  ProfileXT reports help managers interview and select people who have the highest probability of being successful in a role, and provide practical recommendations for coaching them to maximum performance.Measures:

  • 20 performance indicators
  • Thinking and reasoning
  • Behavioral traits
  • Interests
  • Aptitude




The Step One Survey II is a brief pre-employment assessment that measures an individual’s basic work-related values. Work-related values that we closely examine in our Step One Survey include: employee background, employment history, integrity, personal reliability, and work ethic. This pre-employment assessment is used primarily as a screening tool early in the candidate selection process.Purpose:

This assessment helps organizations reduce hiring risk in a quick and cost-effective manner by evaluating various work-related values including, but not limited to, personal integrity, reliability, and work ethic.Measures:

  • Personal integrity
  • Propensity for substance abuse
  • Reliability
  • Work ethic
  • Attitudes toward theft
  • Employee background
  • Employee history



The Profiles Performance Indicator is a DISC personality style employee performance assessment test. The employee performance report test provides can be used to manage employee performance in order to make every employee more valuable and productive. The reports help you understand how an individual can be understood, motivated, and managed so that you can improve job performance. The Profiles Performance Indicator also provides recommendations for improving employee performance. Recommendations include: how to respond to job-related stress, frustration and conflict; how to stimulate employee motivation; how to conduct effective performance appraisal; and how to determine whether the employee is internally motivated or will need external stimulation.Purpose:

The Profiles Performance Indicator is used to understand employees’ behavioral characteristics and to use this knowledge to increase performance of employees.Measures:

  • Productivity
  • Quality of work
  • Initiative
  • Teamwork
  • Problem solving
  • Response to stress and conflict
  • Employee performance development



The Profiles Sales Assessment measures how well a person fits specific sales jobs in your organization so that you can optimize sales performance. It is used primarily for selecting, on-boarding and managing sales people and account managers. The “job modeling” feature is unique, and can be customized by company, sales position, department, manager, geography, or any combination of these factors. The sales assessment enables you to evaluate an individual based on the qualities required to perform successfully. The data are based on your top-performing sales people in a specific sales job in your organization. This sales assessment also predicts on-the-job performance in seven critical sales behaviors: prospecting, call reluctance, closing the sale, self-starting, working with a team, building and maintaining relationships, and compensation preference.Purpose:

The Profiles Sales Assessment is used for selecting and motivating sales people in order to maximize and increase sales performance.Measures:

  • 20 Performance Indicators
  • Seven Critical Sales Behaviors
  • Sales Evaluation
  • Sales Aptitude



In today’s business world, it can be difficult to select employees with the correct behavioral characteristics for customer service jobs. The Customer Service Profile is a customer service assessment that measures how well a person fits specific customer service jobs in your organization. This employee assessment is based on various characteristics identified through Profiles International’s carefully compiled research. It includes a customer service skills test and customer representative test.  There are also vertical specialty versions available in hospitality, healthcare, financial services, and retail.Purpose:
The Customer Service Profile is used primarily for selecting, on-boarding, and managing customer service employees.Measures:

  •     Individual’s Customer Service Perspective
  •     Individual’s Behavioral Characteristics
  •     Individual’s Proficiency
  •     Service Skills


Behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment.

Behavior Assessments reveal the ways in which one responds to the following; Problems and Challenges, Influencing Others, Pace of Environment, Rules and Procedures.

Measures:                                                                                                                                                                                                                                                                                                               The DISC/Behavior Assessment measures an individual’s dominance, influence, steadiness and compliance in their work environment and their natural surroundings.



The Motivators assessment reveals how they value life and why they do what they do.

Measuring what motivates individuals in these key areas will allow you to insure that they are compensated appropriately, are working in a position that offers the motivating stimulus they need to be most effective.

Motivators examine the relative prominence of the following six basic interests (or Motivators – ways of valuing life); Theoretical  — the discovery of truth, Utilitarian  — money and what is useful; ROI, Aesthetic  — form and harmony, Social  — an inherent caring for people; helping others, Individualistic  — personal power, influence and renown, and Traditional  — a system for living.


Emotional Intelligence (EQ) is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate higher levels of collaboration and productivity.

Research indicates that successful leaders and superior performers have well developed emotional intelligence skills, making it possible for them to work well with a wide variety of people and to respond effectively to the rapidly changing conditions in the business world.

The Emotional Intelligence (EQ) assessment examines five key areas as they pertain to intrapersonal and interpersonal relations; Self Awareness  — Understanding one’s moods, emotions and drives; also their effect on others, Self Regulation — Ability to control or redirect disruptive impulses and moods; also to think before acting, Motivation — Passion to work for reasons beyond money or status; pursuit of goals with energy and persistence, Empathy — Ability to understand the emotional makeup of other people, Social Skills — Proficiency in managing relationships and building networks.


Research at TTI has shown that, for many jobs, personal skills (or soft skills) are just as important as technical skills in producing superior performance. Personal skills are often transferable to different jobs, whereas technical skills are usually more specific.

Allows you to see if an individual is proficient or has the necessary soft skills necessary to perform their functions as appropriate for their job description.

This assessment measures 25 key competencies ranging from Conflict Management to Writing Skills.  Not every job requires the development of all 25 Competencies, but gives a ranking for them all.
(The Profile XT, CheckPoint 360, Profile Performance Indicator, Step One Survey II, Profiles Sales Assessment, and Customer Service Profile are all Copyrights, and/or Trademarks of Profiles International as denoted.)