From Hourly to Executive – Hire Right the First Time


PSP offers employment testing for positions at all job levels. Our tests are designed for the specific needs of each company’s particular positions. Benchmarks utilized are also tailored to the skill and educational requirements of the job. As a result, our customers can be confident that the candidates they are interviewing have the skills and ability to problem solve and learn a given position.

In addition, PSP measures important work behaviors for handling work pace and job pressure along with work habits to be attentive to quality and safety requirements. Leadership, interpersonal and collaborative behaviors are also benchmarked for the position. To learn more about PSP’s process for testing particular positions see Specific Positions listed below.

See A Brief Overview of How PSP Metrics Can Help Your Company

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PSP Metrics has psychometric tests available to evaluate outside and internal candidates for their ability to meet necessary expectations in problem solving and learning capacity in addition to drive, communications, teamwork, and adaptability to a given job. PSP’s testing is available for hourly production and maintenance candidates for manufacturing as well as for service positions in health care, retail and hospitality industries.

QRTS Quick Response Testing System

PSP’s Quick Response Testing System (QRTS) has been installed at over 1,000 locations and is one of our fastest growing product lines. QRTS was developed in response to a need for an accurate, job-relevant and defensible means of selecting employees in circumstances where rapid turn-around and cost effectiveness are necessary, usually in the selection of hourly employees, clerical workers and first-level supervisors.

To install QRTS, PSP analyzes the job and selects employment tests that measure essential cognitive abilities and work behaviors. PSP’s tests are self-proctored and administered on-line. PSP scores the tests and prepares a profile sheet which presents the test results in a practical and easy to understand graphic forma. Results are emailed to our customers within 24 hours of the completion of testing.

QRTS Achieves 53% improvement

Proof that pre-hire testing with QRTS has a positive impact on selection procedures was produced in a study of employees at a major manufacturing company. PSP compared the test scores of workers who were tested prior to hiring with a group of employees tested after hiring. The group that was tested before hiring consistently produced higher scores on every major test dimension.

Even more importantly, PSP identified a relationship between stronger pre-hire QRTS test scores and job performance. When the rated performance of the employees selected with the help of QRTS was compared with that of employees who were tested after hiring, the differences again favored the group tested before hiring. Analysis of these differences revealed that QRTS improved hiring effectiveness – based on actual work performance – by over 53%.

For more information please contact PSP at info@pspmetrics.com, and/or view the articles in the links below.

Hire People Who Can Learn

Frontline Employees

Selecting Safer Employees

Correctly identifying the advancement and leadership potential, as well as the developmental needs, of supervisors and managers is essential for sustaining a competitive, quality-oriented company. It is not an easy task, and most companies admit that selecting and promoting the right people is one of their most difficult and yet most important business decisions. PSP has devoted 60 years of research to the application of a process that allows companies to objectively evaluate the potential of managers.

Correctly identifying the advancement and leadership potential, as well as the developmental needs, of supervisors and managers is essential for sustaining a competitive, quality-oriented company. It is not an easy task, and most companies admit that selecting and promoting the right people is one of their most difficult and yet most important business decisions. PSP has devoted 60 years of research to the application of a process that allows companies to objectively evaluate the potential of managers.

With PSP’s management norms and databases, an individual’s management potential can be compared with successful managers across a number of companies and with a company’s own pool of managers. Using PSP’s assessment procedures will help a company select the candidate with the greatest chance for successful performance.

The results? The company knows, in advance, who has the best chance of succeeding and becoming an important contributor to the organization. With so much riding on the outcome, it is good to know that PSP can give a company the sound objective analysis needed to make the best decision.

For more information please contact PSP at info@pspmetrics.com, and/or view the articles in the links below.

Selecting Supervisors and Managers

Leadership Development Is Key for Middle Managers

The selection of a senior executives is among the most important and difficult decisions that organizations make. Senior executives have enormous responsibility for resource utilization, business direction, and financial results. The consequences of failure of a senior executive can be disastrous for an entire organization and its stakeholders.

The selection of a senior executives is among the most important and difficult decisions that organizations make. Senior executives have enormous responsibility for resource utilization, business direction, and financial results. The consequences of failure of a senior executive can be disastrous for an entire organization and its stakeholders.

Advantages of Objective Assessment

PSP’s objective assessment has several advantages. The first is that the assessment is completed by an outside third party, one who is not involved in the recruiting or the final decision-making. Second, objective assessment provides a common benchmark with which to compare all candidates to each other. Third, objective assessment measures potential executive derailers such as poor decision-making, energy/drive, emotional intelligence, resilience, results orientation, open-mindedness, and the ability to think on one’s feet. These qualities are very difficult to assess in interviews and work experience reviews.

PSP’s Metrics

We customize our measurement tools according to each company’s specific needs. We often find that the required “success factors” differ from company to company, depending on where a company is in its life cycle, marketplace, and strategic trajectory. PSP also utilizes our nationwide database of senior executive benchmarks. In other words, we can compare applicants to our national norms for CEOs, CFOs, COOs, and SVPs.

PSP’s objective assessment also includes an in-depth behavioral interview conducted by an industrial psychologist with a minimum of 25 years of experience in executive assessment work.

PSP’s objective assessment helps to minimize risk and to maximize the chances for success in senior executive selection.

For more information on using executive selection processes in your organization, please contact PSP at info@pspmetrics.com, and/or view the articles in the links below.

Selecting Senior Executives

Successful Executives are Different

Motivational speeches will not make up for poor critical thinking skills or weakness in important sales competencies. Companies who reengineer their sales and marketing departments need to know which skills and competencies their employees should develop to increase their effectiveness and meet changing customer needs. This requires an accurate and objective review of each employee’s strengths and weaknesses so that adjustments can be made in job placement or in corrective training and development strategies.

Motivational speeches will not make up for poor critical thinking skills or weakness in important sales competencies. Companies who reengineer their sales and marketing departments need to know which skills and competencies their employees should develop to increase their effectiveness and meet changing customer needs. This requires an accurate and objective review of each employee’s strengths and weaknesses so that adjustments can be made in job placement or in corrective training and development strategies.

PSP Sales Force Assessment provides priority ranking of important sales competencies, gap analysis of an employee’s job fit and advancement potential, identification of training and development needs, and objective data for reengineering or managing sales effectiveness. For more information please contact PSP at info@pspmetrics.com, and/or view the articles in the links below.

Hiring Star Performers in Sales

Leading a Winning Sales Team

Because of PSP’s experience in plant start-ups and expansions, installation of a customized selection process for your plant takes place quickly. Testing of your applicants is handled efficiently, and you can have results on each candidate when needed. By “zeroing in” on your top applicants for jobs, PSP enables you to reduce the time between the initial application and the hiring decision. With PSP’s streamlined approach, your startup selection of employees is quick and ready to go without delay.

Rapid Start-Up

Because of PSP’s experience in plant start-ups and expansions, installation of a customized selection process for your plant takes place quickly. Testing of your applicants is handled efficiently, and you can have results on each candidate when needed. By “zeroing in” on your top applicants for jobs, PSP enables you to reduce the time between the initial application and the hiring decision. With PSP’s streamlined approach, your startup selection of employees is quick and ready to go without delay.

PSP Experience and Research Lead the Way

For 70 years, PSP has used its selection tools in manufacturing settings across the United States and worldwide. We have conducted plant start-ups and expansions at chemical, steel, automotive suppliers, electronics manufacturers, transportation companies, mining operations, and pharmaceutical, packaging, plastics and chemical plants.

Results from these operations are impressive. One company that utilized PSP Metrics to select workers for self-directed work teams has not required salary workers on “off shifts or weekends” since the chemical plant was opened 25 years ago.

When a workforce is selected properly, the company benefits through reduced training time, reduced turnover, and more time on the job getting the work out the door. In fact, some authorities believe that a company obtains 90 percent of an employee’s productivity at the time of hiring.

PSP’s testing program is customized to the specific needs of your plant. Typically, a testing program includes measures of cognitive ability, such as critical thinking, problem solving, mathematical skills, decision making, clerical skills, and mechanical comprehension.

PSP also measures work behaviors related to specific positions, including such factors as work motivation, attention to detail, teamwork, organization, and initiative. We can also include a measure of work interests in order to determine whether a candidate’s interest pattern matches the job itself.

PSP has testing programs in more than 1,000 locations throughout North America, Mexico, Europe, Australia and China.

For more information please contact PSP at info@pspmetrics.com, and/or view the articles in the links below.

Plant Start-Ups and Expansions: Creating a New Culture

Plant Start-Ups and Expansions: Hiring the Right People

PSP’s selection services are available worldwide and can be customized to the language and situation specific to each geographic region. PSP currently has, for example, online employee testing sites for hourly, professionals and managers in English, Spanish, French and Chinese.

PSP’s selection services are available worldwide and can be customized to the language and situation specific to each geographic region. PSP currently has, for example, online employee testing sites for hourly, professionals and managers in English, Spanish, French and Chinese.

For more information please contact PSP at info@pspmetrics.com, and/or view the articles in the links below.

Improving Selection Decisions Around the World

Improving Selection Decisions Around the World (Chinese Translation)

Management Competencies for the Global Marketplace

PSP Metrics has the most comprehensive validated pre-employment screening tool for system operators in North America. For 60 or more years, PSP has tracked success factors in system operations work, comparing PSP test scores to actual work performance of existing system operators throughout the continent. We have consistently found that a particular combination of cognitive abilities, work interests, and work behaviors distinguish successful system operators from other performers. The precision in PSP’s validation research has enabled us to distinguish between system operators for electric distribution companies and those for ISOs/RTOs.

PSP Metrics has the most comprehensive validated pre-employment screening tool for system operators in North America. For 60 or more years, PSP has tracked success factors in system operations work, comparing PSP test scores to actual work performance of existing system operators throughout the continent. We have consistently found that a particular combination of cognitive abilities, work interests, and work behaviors distinguish successful system operators from other performers. The precision in PSP’s validation research has enabled us to distinguish between system operators for electric distribution companies and those for ISOs/RTOs.

Throughout North America, electric utility companies, regional transmission organizations, and independent system operators already use PSP’s screening tools to assist them in making hiring decisions for system operation positions. The success rate of applicants chosen with the PSP system operator assessment system is extremely high for both electric distribution companies and ISOs/RTOs. In view of the responsibility that system operators have for safety, reliability, and equipment on the electric grid, selection of the best candidates for the job is more important than ever.

PSP’s current industrial psychologists have worked in the electric power industry for over 25 years. They have seen the changes in the control room environment brought on by market forces, technology, and government policy. PSP measurement tools have been adjusted and recalibrated as these changes have taken place. As a result, PSP’s system operator screening tools are as up-to-date as the most technologically advanced control centers.

For more information on System Operator Selection, please contact PSP at info@pspmetrics.com, and/or view the articles in the links below.

The Changing Nature of System Operations

System Operator Success Factors 2013

PSP customizes its testing to the requirements of each professional position. We have benchmarks for specific engineering specialties, including chemical, mechanical, electrical, metallurgical, and industrial. We are also able to take into consideration the level of a positon such as HR coordinator, HR professional, labor relations and HR manager. Similarly for Finance, we customize for entry level to senior levels and above. We reject the one-size-fits-all approach to employment testing.

PSP customizes its testing to the requirements of each professional position. We have benchmarks for specific engineering specialties, including chemical, mechanical, electrical, metallurgical, and industrial. We are also able to take into consideration the level of a positon such as HR coordinator, HR professional, labor relations and HR manager. Similarly for Finance, we customize for entry level to senior levels and above. We reject the one-size-fits-all approach to employment testing.

Professional positions require continuous learners with the skills and problem solving abilities to adapt to the changing nature of your company’s needs and expectations. PSP assessments can predict whether candidates have the capabilities necessary to succeed in a given job as well as grow for the future.

For more information please contact PSP at info@pspmetrics.com or call 412 261 1333 to discuss your specific needs.

“If you want to create a “great” workforce or team, PSP testing is a key tool required to build the foundation for that “great” organization.”
Jon Mauer, former Corporate Senior Executive and current Senior Consultant with Green Technology Consulting

Important Considerations

PSP’s online testing is easy set up. The testing process is entirely self-directed. Candidates can complete all or part of the testing sequence 24/7 at PSP’s testing website. Our Helpline provides assistance to candidates as needed during testing. PSP provides quick and responsive service with results returned to our customers within 24 hours of candidate test completion. Our Psychologists are available on a daily basis to answer customer questions on test results.