LTC Workforce Solutions offers a variety of assessments to meet your needs.
It is more important than ever to make the right hires or promotions and find the right skillset to match your needs. LTC’s Assessment Services can provide the first step in narrowing your search. Let us help you identifty the right candidates for your open positions.
Available Assessment Categories
- Accounting, Banking & Financial
Measure your candidates’ knowledge of accounting to bookkeeping.
Accounts Payable Fundamentals
The Accounts Payable Fundamentals (U.S.) test is part of the accounting fundamentals line of tests. These shorter (30-item) tests measure the candidate's knowledge of processing payables and vendor invoices and the posting of journal entries. Designed for accounting clerks and others who handle the processing of accounts payable, this test covers the following topics: Assets, Cash Management/Reconciliation, Controls, Expenses, Purchases, and Recording. The candidate will need a calculator when taking this exam.
Accounts Receivable/Billing Fundamentals
The Accounts Receivable/Billing Fundamentals (U.S.) test is part of the accounting fundamentals line of tests. These shorter (30 item) tests measure the candidate's knowledge of processing receivables and invoices. Designed for accounting clerks and others who handle the processing of accounts payable, this test covers the following topics: A/R Principles, Applying Cash, Bad Debt/Collections, Cash Flow, Credit, General Ledger, Invoicing, and Reconciliation of Customer Accounts. The candidate will need a calculator when taking this exam.
Bank Teller Skills
This skills evaluation was designed for bank teller candidates with varying levels of experience, from basic teller skills to advanced banking product knowledge. The subject matter covered by this exam is predominately technical, including knowledge of transaction processing, proper identification, teller accounting, government regulations in the banking industry, bank product knowledge and terminology. The majority of the questions are answerable by candidates with about 1 year of teller experience, while the remaining minority of the questions should distinguish the more experienced candidates.
The Bookkeeping Fundamentals test measures the candidate's knowledge of bookkeeping tasks and functions. Designed for accounting clerks and others who handle bookkeeping tasks, this test covers the following topics: Accounts Payable, Accounts Receivable, Adjusting Entries, Business Math Conversions, Cash, Financial Statements, Fixed Assets, Inventories, Liabilities, Payroll, Recording Transactions, and Taxes. The candidate will need a calculator when taking this test.
The General Accounting test measures a candidate's knowledge and skill level in classifying assets, calculating taxes and payroll, determining depreciation and gross profit margin, preparing worksheets and financial statements, balancing accounts, interest calculations, entering journal and General Ledger transactions, and knowledge of basic accounting formulas and principles.
The Teller Test is an assessment that measures an individual’s ability to handle and count money accurately. It assesses the critical job skills involved in accurately counting bills and coins in a timely manner and is well-suited for jobs which require this task. The test can also be used to provide an objective evaluation of current employees as well as to evaluate the effectiveness of workplace training programs.
Bank Teller/Financial Services Skills (TFS)
This assessment is an industry-validated and video-delivered soft skills assessment program. TFS measures the competencies required by employers for jobs in banking and financial services. The program identifies both the competencies and the developmental needs of individuals assessed. When skill development is suggested, strategies are identified to support the attainment of those skills. Because of its validity, TFS is used in support of hiring and promotion decisions. Skill sets measured include: customer relations, soliciting new business, judgment, and identifying customer dissatisfaction.
Additional Assessments Available: Financial Accounting, Financial Analysis, Financial Management, Inventory Depreciation, Insurance, Peachtree Accounting
Assess your candidates’ abilities to learn the jobs specific to your company.
Bennett Mechanical Aptitude Test
The Bennett Mechanical Comprehension Test (BMCT) is an assessment that measures an individual's aptitude to learn mechanical skills. The test focuses on spatial perception and tool knowledge rather than manual dexterity. It is especially well-suited for assessing job candidates for positions that require a grasp of the principles underlying the operation and repair of complex devices.
Cognitive Aptitude Test
The Cognitive Aptitude Test is an assessment designed to identify individuals who have the ability to solve problems, think on their feet, and can learn new concepts readily. The test assesses verbal reasoning, mathematical/logical reasoning, and overall mental aptitude.
DAT – Space Relations
This test measures the ability to visualize a three-dimensional object from a two-dimensional pattern and to visualize how the object would look if rotated in space. It assesses the ability to "think in three dimensions”.
Electrical Aptitude Test
The Electrical Aptitude Test is a short measure of electrical aptitude that is designed to assess the ability to learn and perform jobs in electrical production and maintenance. This test is suitable for selection purposes. The following knowledge areas are assessed: Mathematics, Electrical Concepts, Electrical Schematic, Process Flow, Signal Flow, and Electrical Sequences.
Mechanical Aptitude Test
The Mechanical Aptitude Test is an assessment of a job candidate’s ability to learn and perform production and maintenance job activities. Developed to assess mechanical aptitude, it is suitable for selection. The test stimuli were created to be both contemporary and free of reference to rural/urban and gender-related content. The Mechanical Aptitude Test measures the following knowledge areas: Household Objects, Work-Production and Maintenance, School-Science and Physics, and Power Tools.
Professional Employment Test
The Professional Employment Test (PET) is designed to assess the cognitive abilities that are important for the successful performance of work behaviors in professional, administrative, and managerial occupations. Questions are based upon business-related content and focus upon data interpretation, reasoning, quantitative problem solving, and reading comprehension. The PET assesses the following competencies: Verbal Comprehension, Quantitative Problem Solving, and Reasoning.
Also available: Professional Employment Test – Short Form
Wonderlic Cognitive Ability Test
The Wonderlic Cognitive Ability Pretest is a short-form measure of general intelligence or cognitive ability – the most powerful predictor of success on the job. The test measures how well an individual reasons, solves problems, plans, organizes, thinks abstractly, learns quickly, and grasps the nature of complex problems. By comparing an applicant’s test score to a predetermined test score range, an employer can get a reliable estimate of his or her likelihood of successful job performance. A candidate’s cognitive ability is the best single predictor of job and training success.
- Basic Skills
Assessing reading and math skills are the first steps to identifying the abilities of candidates.
ABLE – Number Operations
This test is designed to measure an individual’s ability to compute and use numbers. The objectives measured include reading and writing numerals, interpreting fractions, factorization, ratio proportion and percent; equations, and using zero as an operator. The candidate is also asked to use addition, subtraction, multiplication, and division with whole numbers, fractions, and decimals to compute answers to number problems an adult is likely to encounter.
ABLE 3 – Reading Comprehension
This test is designed to measure the examinee's comprehension of written material. The reading passages include material of a functional nature (signs, advertisements, letters, etc.) and material of an educational nature. Each passage is followed by a series of questions designed to test the examinee's ability, not only to comprehend what is explicit in the material, but also to make inferences and to draw conclusions from what is given.
DAT – Space Relations
This test measures the ability to visualize a three-dimensional object from a two-dimensional pattern and to visualize how the object would look if rotated in space. It assesses the ability to "think in three dimensions”.
ABLE 3 – Spelling
This is designed to measure an individual’s ability to spell. The candidate chooses the incorrectly spelled word from among four options. The spelling words were chosen that are representative of the types of words that adults need in written communication and sample the most common phonetic and structural principles of spelling.
ABLE 3 – Vocabulary
This test is designed to assess the knowledge and understanding of words that are frequently encountered by adults in their work or other daily activities. The examinee is asked to read a sentence where three alternatives are given for the last word in that sentence.
This assessment measures a candidate’s ability to read an English unit ruler.
Skills Profiler is a series of four brief tests designed to assess a job applicant's proficiency in several domains that are essential to work productivity and job success. The Skills Profiler helps gauge a job candidate's ability to perform tasks such as problem solving, reasoning, analysis, and communicating. As a result, the Skills Profiler is a powerful tool for assessing the skills of job applicants for any position where these abilities are critical. The test measures: Language Skills, Math and Reasoning Skills, Attention to Detail, and Vocabulary Skills.
Additional Assessments Available: Math Fundamentals, Math Problem Solving, Professional Employment Test, Coding, Following Written Directions, Following Instructions, Geometry & Algebra, Written English, Industrial Reading Test.
- Business, Communications and Office
Measure the knowledge, skills, and abilities of your candidates in typing, data entry, coding, and writing.
Administrative and Clerical Questionnaire (ACQ)
Administrative-Clerical Questionnaire (ACQ) is suitable for use in screening for administrative, clerical, and secretarial roles. Rigorously validated against the on-the-job performance of current employees, this assessment utilizes a job applicant's biographical data to predict job performance and identify individuals with the potential for high-level achievement.
This test measures the candidate’s knowledge of how to employ effective verbal and non-verbal communication to send his or her message and manage conflicts. Designed for all professionals, this test covers the following topics: Communication and Perception, Group Communication and Team Work, Intercultural Communication, Interviewing and Communication, Listening, Nonverbal Communication, Verbal Communication, and Language.
This test measures the candidate’s knowledge of typical administrative and support activities performed in offices. Designed for all support and administrative professionals, this test covers the following topics: Computer Correspondence, Customer Service, Filing, Organization, Proofreading, Scheduling, and Telephone Techniques.
Office Skills Battery
Office Skills Battery is a series of four brief tests designed to measure basic office and clerical skills including analyzing, filing, math, and checking. This battery is well-suited for assessing the competencies of job applicants who will be performing clerical functions, especially secretaries, accounting clerks, file clerks, shipping and receiving clerks, and administrative assistants. The Office Skills Battery measures: Analyzing, Filing, Math, and Attention to Detail.
Office Success Skills (OSS)
Office Success Skills (OSS) is an industry-validated and video-delivered soft skills assessment program. OSS measures the competencies required by employers for jobs in a wide range of office positions: administrative assistant, IT support, clerk and others. The program identifies both the current competencies and the developmental needs of individuals. When skill development is suggested, strategies are identified to support the attainment of those skills. Because of its validity, OSS is used in support of hiring and promotion decisions. OSS skills measured include: Customer Relations, Organizing and Prioritizing, and Problem Solving. Candidates also review text passages (presented on videotape) and report the number of proofreading errors they observe. Other exercises require candidates to compare two columns of numbers and, under time pressure, identify how many pairs of numbers don't match. This also measures attention to detail.
This test measures the candidate’s knowledge of the concepts of preparing, delivering, and evaluating a presentation. Designed for any professional who makes presentations, this test includes the following: Design and Preparation, Gathering Information, Speaking Anxiety, Presentation Structure, Learning Material, Pre-Design & Preparation, Presentation Delivery, and Visual Aids.
This test measures the candidate’s knowledge of how to use time wisely in the workplace. Designed for the average business worker, this test covers the following topics: Action Plans, Decision Making, Organizing, Planning, Scheduling, Time Usage, and Time Wasters.
Additional assessments available: Audio Transcription, Business Concepts, Business Writing, Change Management, Data Entry-Alphanumeric & Numeric, Ten Key, Internet Literacy, English Comprehension, Office Management, Paraprofessional, Split Screen Typing, Technical Writing, Typing Test, and more.
- Computer Software
Determine your applicant’s computer skills by choosing from a variety of software application assessments.
Basic Computer Literacy
The Basic Computer Literacy assessment evaluates a candidate's knowledge of general computer terms. It also determines a candidate's ability to manage files, work with a Windows operating system and application software, as well as access the Internet.
Digital Literacy Software Skills (2012)
The Digital Literacy Software Skills assessment is designed to measure a candidate’s knowledge about topics related to common Window-based applications and computer usage. The assessment utilizes both knowledge-based and performance-based items with the latter allowing test takers to answer questions by actually carrying out the tasks as they would on the software application but without needing to have the application installed. The assessment measures: Applications, Desktop, Editing, File Management, Files and Disks, Formatting, Hardware, Networks/Internet, Printing, System Management, Text and Graphics, Tools and Automation, and Tools/Help.
Test questions include the most commonly used Microsoft Access features such as file management, Access forms, queries, reports, tables, as well as tools and automation.
Test questions include the most commonly used Microsoft Excel features such as file management, editing, formatting, analysis, customizing Excel, and Excel on the internet.
Test questions include the most commonly used Microsoft Outlook features such as managing contracts, sending and organizing emails, maintaining calendar entries and tasks.
Test questions include the most commonly used Microsoft Word features such as file management, editing, formatting, printing, desktop publishing and customizing Word.
Additional Assessments Available: Adobe Acrobat, Dreamweaver, AutoCAD, Internet Explorer, Microsoft PowerPoint, Microsoft Publisher, etc.
- Customer Service and Call Center
Use role play simulation and assessments to determine if the candidates you want to hire have great customer service.
The CallCenterPro is an assessment developed for use in call centers. This multifaceted tool can be used to help identify the best candidates for call center jobs, assess an individual's suitability for specific types of call center work, help incumbents to improve their performance, and assess the potential for work as a team leader or manager. The CallCenterPro assesses: Prediction of Sales Potential, Business Development, Approach to Client, Need for Script/Structure, Managing Rejection, People Person, Self- Management, Detail Orientation, Comfort with Conflict, Social Orientation, Analytical Orientation, Self Confidence, Lifestyle Management, and Approach to Networking/Self Promotion, Listening Style, and Overall Attitude.
Call Center Sales Scenarios
This test places a candidate in a simulation of call center sales environment and asks the candidate to interact with contacts and prospects at different stages of the sales cycle (prospecting, information gathering/controlling the sale, dealing with objections and closing).
Customer Service Profile
The Customer Service Profile (CSP) was specifically developed to select employees for jobs with a heavy customer service component. The CSP is predictive of a number of behaviors that are critical for customer care roles including passion for customer service, communication, sales ability, adaptability/resilience, and energy.
Customer Service Skills
The Customer Service Skills is an employer-validated and simulation-based soft skills assessment program that measures the competencies required by employers for face-to-face and phone-based customer service jobs. The program identifies both the current competencies and the developmental needs of individuals. When skill development is suggested, strategies are identified to support the attainment of those skills. Because of its validity, CSR is used in support of hiring and promotion decisions. CSR skill sets include: Customer Relations, Judgment, and Identifying New Ways to Serve Customers.
1st Screen is designed as an assessment of work attitudes for call center personnel. It predicts job performance in a number of areas including customer satisfaction, sales performance, and reliability. 1st Screen measures: Achievement, Balance, Curiosity, Dependability, Energy, and Friendliness.
Gordon Personal Profile-Inventory for Call Centers
The Gordon Personal Profile-Inventory (GPP-I) is a personality-based assessment that measures 9 broad-based personality traits. The Gordon Personal Profile-Inventory is designed to identify the degree to which job candidates possess the personality-based competencies necessary for success in a call center position. The GPP-I assesses: Assertiveness, Responsibility, Stress Tolerance, Sociability, Self-Confidence, Cautiousness, Original Thinking, Personal Relations, and Vigor.
Service Ability Inventory (SAI)
Service Ability Inventory is designed to select applicants for service-oriented jobs and measures an individual's attitudes about providing quality customer service. A Deception Scale is also included that helps to detect individuals who present themselves in an overly favorable fashion. The Service Ability Inventory assesses an applicant's service orientation, team and interpersonal skills, patience, tolerance for stress, and coping skills. It is well-suited for jobs involving in-person or telephone customer interaction as well as for administrative and internal support positions that provide services within an organization.
ServiceFirst is a pre-employment assessment designed to measure the customer service orientation of job applicants. ServiceFirst assesses an individual's personal characteristics (being active, polite, and helpful) as they relate to service positions as well as how an applicant will handle various customer service situations. ServiceFirst is well-suited for the selection of employees for customer service positions and has been used to successfully select job applicants for positions such as customer service representative, service technician, cashier, and receptionist.
- Health and Dental Skills
We can help you determine if your candidates have the knowledge and skills in the various health care fields.
A Dental Assistant assists with a variety of treatment procedures, patient care, using dental instruments, taking and processing x-rays, and prepares and sterilizes instruments and equipment. This assessment covers topics such as dental anatomy, dental procedures, dental assistant role, dental terminology, dental equipment knowledge, and general dental knowledge. This test is appropriate to administer to test takers with a year or more experience as a dental assistant.
Dental Surgery Billing and Coding
The Dental Surgery Billing and Coding assessment measures the candidate's skill in determining codes for diseases and injuries using the International Classification of Diseases, Ninth Revision, Clinical Modification (ICD-9-CM). The assessment also evaluates the candidate's knowledge and skill in coding using Current Procedural Terminology (CPT) and Medicare claims submission.
First Aid Core Knowledge
The First Aid Core Knowledge test measures the candidate's knowledge of basic physical assessment and wound/illness treatment. Designed for all health care professionals, this test covers the following topics: Allergic Reactions, Bites/Stings, Blood Borne Pathogens, Cardiac First Aid, Electrical Injury, Exposure To Cold, Exposure To Heat, Fever, Initial Assessment, Poisoning, Respiratory First Aid, Shock, Stroke, and Trauma.
Healthcare-Employee Productivity Report (HEPR™)
The Healthcare-Employee Productivity Report (HEPR™) is designed to help identify job applicants who have the potential to become productive staff members in healthcare settings. By assessing candidate attitudes and behaviors deemed to be the strongest predictors of future job performance, the Healthcare-Employee Productivity Report helps to identify those candidates most likely to perform their work at the highest and most efficient levels and to avoid engaging in counterproductive behaviors. The Healthcare-Employee Productivity Report assesses: Productivity Attitude, Social Behavior, Safety, and Personal Achievements.
Medical Office Skills
The Medical Office Skills test measures the candidate's knowledge of the office skills involved in medical offices. Designed for office personnel, this test covers the following topics: General Knowledge, Operations, Facility Maintenance/Safety, Patient Charts/Medical Records, Collections, Billing, Insurance Coverage, Biomedical Waste, Medical Terminology, Employee Relations, and Ethics.
The Medical Terminology test measures the candidate's knowledge of common medical terms, prefixes, and suffixes being used today. Designed for all health care professionals, this test covers the following topics: Anatomical Mapping, Cardiovascular System, Digestive System, Endocrine System/Lymphatic/Urinary Systems, Musculoskeletal System, Nervous System, Reproductive System, Respiratory System, and Specific Field-Related Terms/Etymology.
Pharmacology Billing & Coding
The Pharmacology Billing and Coding assessment measures the candidate's skill in determining codes for diseases and injuries using the International Classification of Diseases, Ninth Revision, Clinical Modification (ICD-9-CM). The assessment also evaluates the candidate's knowledge and skill in coding using Current Procedural Terminology (CPT) and Medicare claims submission.
Vision Billing & Coding
The Vision Billing and Coding assessment measures the candidate's skill in determining codes for diseases and injuries using the International Classification of Diseases, Ninth Revision, Clinical Modification (ICD-9-CM). The assessment also evaluates the candidate's knowledge and skill in coding using Current Procedural Terminology (CPT) and Medicare claims submission.
Additional Assessments Available: Dental, Vision, Family Practice, HIPAA, Critical Care, ICD-9 and CPT 4 Coding (Hospital), OBGYN, Orthopedic, Pediatric, Surgery, etc.
- Human Resources
Make sure your candidates’ have the most recent knowledge in HR by using one of the assessments listed.
This assessment covers general issues (including legal issues and hiring processes) for the HR professional. Questions include discrimination law, applicant screening, hiring processes, and benefits. Also available: HR Generalist Quick Assessment.
Human Resource Concepts
The Human Resources Concepts test measures the candidate's knowledge of the core areas of Human Resources. Designed for human resource professionals and experienced managers, this test covers the following topics: Recruiting, Compensation, Benefits, Job Analysis, Labor Relations, Managing Employees, Occupational Safety and Health, Training and Development, and Strategic HR.
Interviewing and Hiring Concepts
The Interviewing and Hiring Concepts test measures the candidate's knowledge of the interviewing and hiring process. Designed for the typical employee and/or hiring manager, this test covers the following topics: Situational Interviews, Candidate Fit, Probing Skills, Types of Interviews, Legal Compliance, Behavioral Interviewing, Job Analysis, Behavior Traits, Interview Quality Control, and Screening.
Training Delivery and Evaluation
The Training Delivery and Evaluation test measures the candidate's knowledge of the training process from pre-training planning through post-training evaluation of results. Designed for experienced trainers and instructional designers, this test covers the following topics: Direct Laboratory Exercises, Instructing Slower and More Capable Learners, ISD Process Stages, Learning Styles, Lesson Plan Development, Managing Learning Environment, and Test Question Construction.
The Training Development test measures the candidate's knowledge of developing and delivering training programs. Designed for experienced trainers, this test covers the following topics: Analysis Methods, Audience Analysis, Design Materials, Design Strategy, Develop Instructional Materials, General Knowledge, Media, Project Management Plan, Purpose of Training, Training Delivery, and Write Instructional Objectives.
The Workplace Fundamentals (U.S.) test measures the candidate's knowledge of workplace basics. It covers the knowledge and skills needed to function in any type of workplace. This test is designed for anyone in the modern U.S. workforce and includes the following topics: Business Communication, Diversity, Employer Expectations, Human Resources, Legal Issues for Employees, Personal Development, Planning and Scheduling, and Security.
Additional Assessments Available: Sexual Harassment, Diversity, Temp Services, Behavioral Interviewing, and Training Development.
- Information Technology
Measure skills by choosing from a variety of IT assessment tools.
Computer Technical Support
The Computer Technical Support test measures the candidate's knowledge of how to set up and maintain a PC. Designed for technicians with hands-on experience, this test covers the following topics: External Physical, File Systems, Industry Standards, Internal Physical, Internet, Operating Systems, Support, and Working with Hardware.
The Programmer/Analyst Aptitude test measures candidate skills that are typically found in successful programmers and business analysts. This test covers the following topics: Abstract Thinking, Analytical Reasoning, Attention to Detail, Mathematical Problem-Solving, and Process Mapping.
The Server Administration test measures the candidate's ability to administer a server using any platform. Designed for experienced administrators, this test covers the following topics: disaster recovery, hardware, management process, network addressing and routing, optimization, security, storage, users and resources.
Technical Help Desk
The Technical Help Desk test measures knowledge of core end-user problems using common office software and hardware. Designed for experienced help desk professionals, this test covers the following topics: Computer Systems, Configuring PC Peripherals, Hardware, Help Desk Operations, Networking, PC and System Terminology, Security, Software, Troubleshooting Process, and User Problems.
Additional Assessments Available: Web Services Concepts, Web Server Administration, Software Testing, Network Technical Support, etc.
Measure your candidate’s basic legal knowledge.
The Contract Law assessment measures a candidate's knowledge of contract elements and terms, as well as classification of contracts. It also tests a candidate's knowledge of types of discharges and damages associated with contract law.
The Criminal Law assessment evaluates a candidate's knowledge of basic criminal law terms and the types of crimes. It also tests a candidate's knowledge of the criminal law procedure.
The General Law assessment measures a candidate's knowledge of municipal, state, and federal court systems as well as the American legal system. This assessment also tests the candidate's knowledge of classifications of law.
The Legal Terminology assessment measures the candidate's ability to correctly identify words in written communication.
The Litigation assessment measures a candidate's knowledge of trial basics, trial and appellate procedures, and trial documents. This assessment also tests the candidate's knowledge of types of evidence as well as the principles of jurisdiction and venue.
Additional Assessments Available: Bankruptcy Law, Legal Typing, Legal Vocabulary, Legal Research, Legal Spelling, etc.
- Management and Leadership
Determine if your candidates’ possess the leadership ability and management style to best fit your company by using one of these assessments.
DeMoulin Leadership Development Series (DLDS)
The DeMoulin Leadership Development Series (DLDS) is a battery of brief tests designed to provide a wide-ranging assessment of managerial and leadership skills. Because of its developmental nature, the DLDS is particularly well-suited for identifying potential managers within an organization, coaching, executive training courses, and management development programs. The DLDS measures: Management Style, Leadership Potential, and Leadership Skills (Decision-Making, Delegating, Communicating, Listening, Managing Time, and Implementing).
Leadership Opinion Questionnaire (LOQ)
The Leadership Opinion Questionnaire (LOQ) is a self-assessment tool for managers that provide insight into how they relate to their supervisees on consideration and structure, two dimensions critical for organizational and managerial behavior. Consideration is the extent to which a manager has relationships with subordinates characterized by mutual trust, respect, and two-way communication while structure is the degree to which a manager defines and structures his or her own role and those of subordinates toward goal attainment.
Management and Leadership Questionnaire (MLQ30)
The Management and Leadership Questionnaire (MLQ30) provide critical information about an individual’s management and leadership competencies and skills. Based upon the MLQ30 Competency Model, candidates rate their current performance on 5-point Likert scales. Comprised of 192 statements, the MLQ30 can be completed in less than 30 minutes. It is effective in identifying an individual’s strengths and developmental needs and can be used for selection as well as development. The MLQ30 measures: Strategic and Creative Thinking, Leading and Deciding, Developing and Changing, Implementing and Improving, Communicating and Presenting, and Relating and Supporting.
The Office Management test measures the candidate's ability to manage a business office. Designed for experienced professionals, this test covers the following topics: Interpersonal Communication, Administration, Organization, Clerical, Technology, Human Resources, Finance, Training and Development, and Facility Management.
Restaurant Manager Assessment Report
Restaurant Manager Assessment Report is designed to help select candidates for food service management positions. It has been specifically developed to assist in the identification of individuals who are well-suited for roles in food service management. The Restaurant Manager Assessment assesses the following dimensions: Extroversion, Teamwork, Customer Service Orientation, Optimism, Openness to Change, Conscientiousness, Orderliness, Emotional Stability/Resilience, Assertive Leadership, Task Structuring, Managerial Human Relations, Intrinsic Motivation, Long Tenure Potential, Integrity, Work Drive, and Overall Cognitive Ability.
Supervisory & Management Simulations
Management Skills is an industry-validated and video-delivered soft skills assessment program. SMS measures the competencies required by employers of first-line leaders and managers in an office environment. The program identifies both the current competencies and the developmental needs of individuals. When skill development is suggested, strategies are identified to support the attainment of those skills. Because of its validity, SMS is used in support of hiring and promotion decisions. SMS measures the following broad skill sets: Team Building, Situational Style of Interaction, Influence, Initiative, and Analysis and Problem Solving.
Supervisory Skills is an industry-validated and video-delivered soft skills assessment program. SMP measures the competencies required by employers of first-line leaders and managers in a 'blue collar' environment. The program identifies both the current competencies and the developmental needs of individuals. When skill development is suggested, strategies are identified to support the attainment of those skills. Because of its validity, SMP is used in support of hiring and promotion decisions. SMP measures the following broad skill sets: Team Building, Situational Style of Interaction, Influence, Initiative, and Analysis and Problem Solving.
Additional Assessments Available: Change Management, Hallmarks of Excellence® in Leadership, Management Team Role-Indicator (MTR-I), Professional Employment Test, etc.
Identify candidates who have the behaviors and characteristics for the particular job you are hiring for by using personality assessments.
Clifton Strengths Finder
The CSF is an online measure of personal talent that identifies areas where an Individuals’ greatest potential for building strengths exists. By identifying one’s top themes of talent, the CSF provides a starting point in the identification of specific personal talents, and the related supporting materials help individuals discover how to build upon their talents to develop strengths within their roles. The primary application of the CSF is as an evaluation that initiates a strengths-based development process in work and academic settings. As an omnibus assessment based on positive psychology, its main application has been in the work domain, but it has been used for understanding individuals and groups in a variety of settings — employee, executive team, student, family, and personal development.
Devine Hourly Selection
Devine Hourly Selection is a pre-employment screening test developed specifically for jobs in call centers, food service, retail, customer service, healthcare, and other similar positions. It provides objective information about a candidate's preferred or typical work style as it relates to successful job performance including factors such as attendance, turnover, work ethic, productivity, rule compliance, and theft. This tool was formerly known as the Workforce Effectiveness Index. The Devine Hourly Selection assesses strengths on the following success factors: Dependability and Work Quality, Interpersonal and Service, Support, Counter-Productive Behavior, and Retention/Turnover.
Employee Productivity Report (EPR™)
The Employee Productivity Report (EPR™) is designed to help identify job applicants who have the potential to become productive staff members. By assessing candidate attitudes and behaviors deemed to be the strongest predictors of future job performance, the Employee Productivity Report helps to identify those candidates most likely to perform their work at the highest and most efficient levels and to avoid engaging in counterproductive behaviors. The Employee Productivity Report assesses: Productivity Attitude, Social Behavior, Safety, Personal Achievements, and Overall Evaluation.
Hogan Personality Inventory
Hogan Personality Inventory (HPI) is a Five Factor personality assessment specifically designed for use in business settings. The HPI provides a comprehensive, business-based assessment of personality specifically designed to predict occupational success that can be used for both selection and development. Specific applications include employability, individual assessment, selection, and individual development/coaching. The HPI is composed of the following scales: Primary Scales- Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive, and Learning Approach. Occupational Scales - Service Orientation, Stress Tolerance, Reliability, Clerical Potential, Sales Potential, and Managerial Potential.
Manchester Personality Questionnaire (MPQ14.2)
The Manchester Personality Questionnaire (MPQ14.2) is a tool specifically designed to provide a comprehensive assessment of the key personality traits likely to have a high impact on work success. The MPQ14.2 is grounded in the Big Five-Factor model of personality and also focuses on traits relevant to creative and innovative behavior. It is a powerful tool for understanding an individual’s strengths, weaknesses, and areas of competence and is designed for selection, training, as well as development. The MPQ14.2 assesses a number of factors critical to work performance, they are: Originality, Rule Consciousness, Openness to change, Assertiveness, Social Confidence, Empathy, Communicativeness, Independence, Rationality, Competitiveness, Conscientiousness, Perfectionism, Decisiveness, Apprehension, and Creativity.
Myers-Briggs Personality Indicator
The Myers-Briggs Personality Type Indicator is a self-inventory test designed to identify a person's personality type, strengths and preferences. Based on the answers to the questions on the inventory, people are identified as having one of 16 personality types. The goal of the MBTI is to allow respondents to further explore and understand their own personalities including their likes, dislikes, strengths, weaknesses, possible career preferences and compatibility with other people. No one personality type is "best" or "better" than any other one. It isn't a tool designed to look for dysfunction or abnormality. Instead, its goal is simply to help you learn more about yourself. The MBTI must be administered by a trained and qualified practitioner that includes a follow up of the results.
Work Personality Index Select (WPI Select)
The Work Personality Index (WPI) is a work-oriented personality inventory that assesses the personal characteristics and tendencies that influence an individual's job performance. It describes and identifies behaviors that predict work success as well as individual strengths and weaknesses. As a result, the Work Personality Index is well-suited for use in selection and promotion as well as coaching and development. The WPI assesses 17 personality traits that directly relate to work performance: Ambition, Teamwork, Initiative, Concern for Others, Flexibility, Outgoing, Energy, Democratic, Leadership, Innovation, Persistence, Analytical Thinking, Attention to Detail, Self-Control, Rule Following, Stress Tolerance, Dependability, and Social Desirability.
Additional Assessments Available: New Workforce Inventory (NWI), OPQ32, Drive for Service Index, etc.
- Sales and Marketing/Marketing Concepts
Hire the right sales and marketing candidate with one of the many assessment options.
Industrial/Technical Sales Representative
This assessment measures a candidate’s potential fit for the role of an industrial/technical sales representative within the manufacturing industry by assessing two areas critical for effective performance: mechanical aptitude and work style. The Industrial/Technical Sales Representative measures: Mechanical Aptitude, Achievement/Effort, Persistence, Initiative, Independence, Self-Control, Stress Tolerance, Adaptability/Flexibility, Attention to Detail, Analytical Thinking, Leadership Orientation, Work Style Compatibility, and Overall Job Fit.
The Marketing Concepts test measures the candidate's knowledge of the core areas of marketing. Designed for all professionals, this test covers the following topics: Advertising & Sales Promotion, Buying Behavior, Demographic Decision-Making, Distribution & Channel Selection, Information Analysis, Internal & External Company Evaluation, Market Analysis, Marketing Control Systems, Marketing Plans, New Product/Service Development, Pricing, and Selling Issues.
The Marketing Strategy test measures the candidate's knowledge of the strategic issues involved in developing a marketing plan. Designed for experienced marketing professionals, this test covers the following topics: Planning, Assessing Opportunities, Segmentation, Satisfying Customers, Cost of Entry, and Integration.
This tool is designed to assess the personality attributes that are vital to success in a sales environment. The PASAT 2000 focuses on the behaviors most closely related to sales performance and is based upon extensive research into those job tasks and behaviors critical to sales. PASAT 2000 is a comprehensive instrument assessing personality attributes for professional sales positions and is very useful in selecting high achievers and identifying sales potential. The PASAT 2000 assesses the following scales and dimensions (including three that tap into impression management/response exaggeration): Motivational Adjustment, Emotional Adjustment, Social Adjustment, Adaptability, Conscientiousness, Emotional Stability, Social Control, Self-Assurance, Work Life Adjustment, Control, Self Assurance, Attentive Distortion, Adaptive Distortion, Social Distortion, and Overall Sales Orientation.
The Sales Accelerator is an assessment designed specifically for the selection of individuals for a sales role. Based upon a job candidate’s results, his or her suitability for a specific sales role can be assessed. The Sales Accelerator measures: Develops Sales Leads, Qualifies Prospects, Makes Persuasive Presentations, Commits Time and Effort, Maximizes Results by Partnering, and Adapts Approach to Buyer Motivation.
Sales Achievement Predictor (SalesAP)
Sales Achievement Predictor (SalesAP) measures traits critical to success in sales and related fields such as sales management, marketing, and public relations. SalesAP reports on several dimensions integral to the sales role: Sales Disposition, Initiative-Cold Calling, Sales Closing, Customer Service/Inside Sales, Achievement, Motivation, Competitiveness, Goal Orientation, Planning, Initiative-General, Teamwork, Managerial, Assertiveness, Personal Diplomacy, Extroversion, Cooperativeness, Relaxed Style, Patience, Self-Confidence, and Managerial.
Additional Assessments Available: Career Automotive Retailing Scale (CARS), Sales Potential Inventory, etc.
- Soft Skills
LTC in partnership with Learning Resources, Inc. (LRI) can provide valid, criterion-referenced and nationally normed video-delivered programs to measure the soft skills required of most jobs and job-levels within an organization. These positions range from entry-level to highly skilled to managerial. Specifically, we can provide assessments and identified skill gap training for teller and financial services, supervisory & managerial, customer service, service, manufacturing, & production, secretarial & clerical, and sales. The technology is called AccuVision® and it can be used to identify development needs of incumbents and to screen -in applicants who have requisite soft skills.
The assessment process produces a Feedback Report, which summarize the results of an individual’s assessment. That is, these reports identify where individuals have effective workplace behaviors, where further development is needed and they provide strategies and resources to develop skill deficits. The individual programs compare individuals’ interpersonal competencies – their soft skills - to a national standard of effective workplace behaviors defined by employers. Over 4,000,000 applicants, incumbents and future workers have been assessed by this technology.
Feedback Reports provide objective data for developmental activities, the outcome goal of which is a closer alignment between the knowledge, skills and abilities of the individual with the competency requirements of a job. These assessments can be used for hiring and skill gap training.
What is the Value of Video-based Assessment?
- Increased productivity - By selecting those candidates who have the greatest likelihood of success on-the-job
- Reduced turnover - By helping to improve hiring decisions, employers find that turnover can be reduced by 30 percent - or more. Case Study Report: Over 8000 applicants have assessed by one company; 420 were hired; the correlation between assessment scores and managers' ratings and reduced turnover is reported here.
- Accuracy in identifying developmental needs - Developmental resources are more efficiently used when video assessments pinpoint the specific strengths and training needs of individuals, groups, departments, regions or entire organizations
- Realistic job preview - Video-based assessment can create more realistic job expectations for employees, thus bettering the chances of job satisfaction and work performance
- Behavioral Interview Guides are provided to further support employers who interview applicants whose soft skills have been assessed.
Hire and promote for your manufacturing or trade organization by contacting LTC’s Assessment Specialist.
Bennett Mechanical Comprehension Test (BMCT)
The Bennett Mechanical Comprehension Test (BMCT) is an assessment that measures an individual's aptitude to learn mechanical skills. While not based on specific training, the BMCT does require a working knowledge of basic mechanical operations and the application of physical laws. It has a 30 minute time limit. The BMCT focuses on spatial perception and tool knowledge rather than manual dexterity. It is especially well-suited for assessing job candidates for positions that require a grasp of the principles underlying the operation and repair of complex devices.
Combined Basic Skills
Ramsay Corporation's new short measure of basic manufacturing and processing skills. This assessment was developed to enable a quick evaluation of literacy and performance skills required in manufacturing and processing.
The ElecTest is an assessment of electrical job knowledge. It is a job skills test designed to measure knowledge and skill for electrical repair and maintenance technicians. It can be used for both job applicants and incumbents for positions where practical electrical knowledge and skill are necessary. The ElecTest assesses the following knowledge areas: Motors, Digital Electronics, Print Reading, Controls, Power Supplies, Basic AC/DC Theory, Power Distribution, Test Instruments, Computer and PLC, Electrical Maintenance, and Mechanical.
Electrical Skills Test Device (ESTD)
The Electrical Skills Test Device (ESTD) is designed to screen and train for industrial electrician positions and provides a means of quantitatively screening candidates, for use in evaluating job applicants and as a grading device for training purposes. The device resembles an industrial control panel as closely as possible in a portable device. The ESTD is designed to separate electricians of different skill levels on the basis of time spent problem solving a designated set of programmed malfunctions. In addition to purely objective time ranking, the ESTD will also give an indication of specific strengths and weaknesses of the candidate.
The MainTest is a comprehensive assessment designed to measure the practical mechanical and electrical knowledge of maintenance employees. The MainTest can be used for both job applicants and incumbents for positions in which mechanical and electrical knowledge are necessary. The MainTest assesses the following knowledge areas: Hydraulics, Pneumatics, Welding, Power Transmission, Lubrication, Pumps, Piping, Rigging (Light), Mechanical Maintenance, Shop Machines, Combustion, Motors, Digital Electronics, Print Reading, Motors, Controls, Power Supply, Basic AC/DC Theory, Power Distribution, Test Instruments, Computer and PLC, and Electrical Maintenance.
OSHA Safety Violations Test
This test is designed to test knowledge of safety specifically related to OSHA safety and violations of OSHA safety. Categories tested include: Scaffolding, Lockout/Tagout, Mechanical Power, Machine Guarding, Fall Protection, Electrical, Hazard Communication, Power Press, and Excavation.
Our PLC Test Device (PLCTD) is engineered to test and evaluate hardware technicians and PLC programmers. It will identify the troubleshooting skills of industrial equipment maintenance personnel. Much more than a written aptitude test, the PLC Testing Device is hands-on, providing direct feedback from a test panel.
There are varying degrees of assessment difficulty. The assessment protocol used is a function of the skill set you need to identify.
The PLC Testing Device simulates an industrial control panel running a packaging line. It runs a Siemens motor starter circuit, uses an Allen-Bradley MicroLogix 1200 PLC Test Panel, and employs a Laptop computer running an RSLogix 500 control program.
The testing device evaluates job candidates and incumbents in the positions of maintenance personnel, technicians, and programmers responsible for the upkeep and troubleshooting of automated production lines and automated production equipment. It provides a clear indication of candidates’ PLC troubleshooting strengths and weaknesses.
Print Test (Decimal or Fraction)
Used in selecting entry-level production or maintenance employees where the reading of prints and drawings is required. Areas covered are: Views and Surfaces; Simple Drawings; Intermediate Drawings; and Complicated Drawings.
Standard Timing Machine (STM)
The Standard Timing Machine is a hands-on mechanical device used in the selection, evaluation, promotion, and training of production equipment mechanics. The STM is a mechanical skills assessment tool used to identify mechanical skills and competencies when hiring machine operators, maintenance mechanics, electro-mechanical personnel, assemblers, or technicians. There are varying degrees of difficulty "assessment tasks" depending on the position you’re hiring for. The assessment protocols for a "maintenance mechanic" position are more challenging than the assessment protocols for a "machine operator" position. The process identifies skills such as troubleshooting ability, spatial perception, quality differentiation, hand-eye coordination, qualitative and quantitative reasoning ability, the understanding of different mechanical components, and the understanding of mechanical Stroke, Timing, and Position.
Additional Assessments Available: Air Conditioning Specialist, Auto Technician, Building Maintenance, Boilermaker, Carpenter, Cellular Technician, CNC Operator, PLC Operator, Construction, Drafter, Electrical Repair Apprentice Battery, Hydraulics, Industrial Reading Test, Ironworker, Job Safety, MIG Welding, Millwright, Pipe Test, Pre-Print Reading, Sheet Metal Worker, Tool Room Attendant, Warehouse & Shipping Reading, Welder, Wind Turbine Technician, etc.
We have been working with LTC to develop customized training for our team for the last year and a half and have been extremely pleased with the results. Whatever the topic, the team at LTC is able to cater a customized training session to meet our needs. The instructor is always professional and the training sessions are interactive which helps get them motivated about the topic!
-Cindy Carter, C.P.A., Senior Manager Business Services, Manitowoc Public Utilities
The SAFER High Angle Rescue/Tower Climber training that LTC has provided for our crews has been excellent. The outdoor wind turbines and actual nacelle to train on are invaluable in terms of hands-on, real-life skills and practice. LTC is very responsive to our needs, and their instructors are extremely knowledgeable.
-Weselley Slaymaker, P.E., President, WES Engineering
We have thoroughly benefited from the partnership that we have created with LTC. It is such a great feeling to know that we can rely on their training professionals for safety, leadership, technical skills, or custom training when you don’t have those resources in house. I recommend this resource to colleagues on a regular basis.
-Angela Casper, HR Manager, Old Wisconsin
Questions & Free Consultation
Contact our Assessment Services Manager Bill Persinger at 920.693.1297 or email@example.com with any questions or to discuss a free consultation.