Assessing Human Talent

toolsParamount Business Development offers many workplace assessments for employee selection, development, succession planning, team building, and pre-hiring. The appropriate tool is selected for the situation and to help create a development plan to reach the goal.  The tools include proprietary Paramount tools and internationally validated internet-based tools from Profiles International* and TTI Success Insights, Ltd. * Paramount Business Development is certified in both sets of assessment tools.

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

Assessment Tools

Paramount Leadership 360

A proprietary tool used to assess the leader and his/her relationship and performance with peers, superiors, subordinates, etc.  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 Paramount Leadership 360 is most effective when used in conjunction with CheckPoint 360 for a deeper understanding of management issues and development opportunities.


The Checkpoint 360 is used primarily to evaluate the effectiveness of your managers and leaders.  This survey combines feedback from direct reports, peers, supervisors, and sometimes even customers, with a personalized program for developing specific leadership skills based on that feedback.  The purpose of this assessment is to spotlight management issues that could lead to low employee productivity, morale, satisfaction, and turnover.


The ProfileXT measures how well an individual fits specific jobs in your organization. Because of its in-depth and objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, and occupational interests, it gives you the ability to select people who have the highest probability of being successful in a role, and provides practical recommendations for maximizing performance. It can be used throughout the employee life cycle for selection, on-boarding, managing, and strategic workforce planning.


The Step One Survey II is a brief pre-hire assessment that measures an individual’s basic work-related values. This assessment provides valid insight into an applicant’s work ethic, reliability, integrity, susceptibility to drug use, and attitudes toward theft-including property, data, and time. The SOSII helps organizations reduce hiring risk in a quick and cost-effective manner and is quickly becoming the first screen that all applicants must pass before continuing in the hiring process.


The Profiles Performance Indicator is an assessment that measures an individual’s motivational intensity and behaviors related to productivity, quality of work, initiative, teamwork, problem solving, and adapting to change, as well as response to stress, frustration, and conflict. The purpose of this assessment is to reveal an individual’s job performance and aspects of their personality that could impact their fit with their manager, coworkers, and team. The PPI is primarily used for motivating and coaching employees, as well as resolving post-hire conflict and performance issues.

A powerful feature of the PPI is the Team Analysis Report , designed to help managers form new teams, reduce team conflict, improve team communication, improve their ability to anticipate problems, and enhance their team leadership skills.


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. 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. Many salespeople are competitive and will tell you what you want to hear in an interview instead of the truth. The PSA gives you an objective, inside look at the behaviors and motives to aid you in making better decisions.


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.  The CSP also looks at what your current and future employees believe is a high level of customer service, while at the same time showing where they align or misalign with the company’s perspective. Giving this information to managers helps them be more effective and get the very most from their team.


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. The DiSC assessment  measures an individual’s dominance, influence, steadiness and compliance in their work environment and their natural surroundings.


The Motivators assessment reveals how a person values life and why they do what they do.
Measuring what motivates individuals in these key areas will allow you to ensure that they are compensated appropriately and 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 (EI) is a set of abilities that help us perceive and understand the way we feel and the way others feel- a set of abilities to do with how effectively we regulate and manage 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. These emotional intelligence abilities help us pick up on the way we are feeling and modify our decisions, behavior and performance at work so that we are thinking our best, behaving our best, and performing our best at work. The Emotional Intelligence (EI) assessment examines six key areas; Self-Awareness, Awareness of Others, Authenticity, Emotional Reasoning, Self-Management and Positive Influence.


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. This assessment allows you to see if an individual is proficient or has the necessary soft skills to perform their functions as appropriate for their job description. This assessment also 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.)