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The
Most Accurate Career Assessment Tool!
On the internet, there are many career tests that
have no proven accuracy. Because the tests are very inaccurate
(less than 60% accurate), they can lead you to choose
the wrong career! If a test has any accuracy, the web site will
openly show their proof. If you do not see proof of accuracy, the
test most certainly does not have it.
The
Simmons Career Choice Test ™ (SCCT) has been proven in
research to be over 99% accurate. The SCCT is a report version of the Simmons Personal
Survey. The quotes listed below, on this page, show the accuracy
of the Survey but are equally true of the Career Choice Test.
"After
20 years of business, we did an opinion poll of all of our business
customers. All responses from our customers showed the Survey to be from 97% to 100%
accurate (averaging nearly 100%) - with none stating a lower figure!"
Simmons Management Systems
Research Statistic.
"At
Astrazenica, a large pharmaceutical company, correspondence between the Survey and
independent, in-depth, structured interviewing was almost 100% agreement (i.e.
99%!) with the ninety-nine people in the study!"
Elizabeth
Morris, Human Resources Consultant.
"100%
of the Surveys we have processed have been accurate and were verified by
other reliable information. The
Survey has consistently helped us hire good employees, reduce turnover,
greatly enhance performance, and increase customer satisfaction."
Tom
Howard, V. P. Human Resources, Wang's International, Inc. Memphis,
TN.
"The
Survey helps to pick the best professional football players.
In the last five years, 90% of the NFL players drafted have been
Surveyed. “One
year I personally validated 132 Surveys.
I asked their coach, advisors, and people that knew them very
well, “How accurate is this description?”
All 132 were validated as accurate.”
"Among
the professional teams who have used the Survey are the Miami Dolphins,
New Orleans Saints, Green Bay Packers, and Dallas Cowboys.
Collegiate teams include among others, U.C.L.A., Tulane,
University of Oklahoma, and University of North Carolina."
David
Michiels, Ph.D.
_____________________
"At
the present time, we have begun an in-house study to statistically verify
the accuracy, validity, and usefulness that we have seen in the Simmons
Personal Survey. While the
total process will include over a hundred employees, one part of the study
is described below.
Method:
1.
The Simmons Personal Survey was processed on five job candidates.
I scored and ranked the candidates from 1 to 10 on several critical
job success factors, based entirely on my evaluation of their Simmons
Profile. Throughout the
applicant rating and ranking process, I had no other knowledge about the
applicants.
2.
Five highly-skilled, well-trained interviewers from American
Aggregates interviewed each of the five candidates.
Their in-depth process included meeting with the applicant at their
current place of work and talking with people who worked with them.
From their testing and interviews, each interviewer individually
scored the applicants on the critical success factors for the job and
placed them in rank order from 1 to 10.
Throughout the interviewing and ranking process, the interviewers
had no knowledge of the Survey rankings.
Results:
"My
interpretation of the Simmons was precisely in line with all five
interviewers in scoring success factors and in rank order.
That's tremendous credibility!
We are seeing that this tool is so powerful."
Steve
Fleming, VP Human Resources, CSR American Aggregates.
_____________________
"I
have used the Simmons Survey for years now.
I have come to put a great degree of trust in the Survey findings.
Over and over again, I have seen Surveys that are consistent with
my interview findings. When
I review the Surveys with the participant's own managers, they, too,
confirm the Survey's validity."
Bob Wall, Psychologist
and Human Resource Consultant.
"For
me, the Survey absolutely nailed
the personality attributes that, on one end of the scale could have been
negative to the job at hand, &/or those attributes that on the other
end of the scale, indicated that this was the very right person for doing
the job. We
just wouldn’t hire anyone who did not score strong enough on the
management scales. I have
that much faith in the accuracy of the instrument."
"Our
number one use of the Survey is for hiring.
We’ve learned to pay attention to it, sometimes we’ve learned
the hard way. I had an
applicant who was just fabulous in the interview, said all the right
things, and looked really strong. Her
Survey showed somewhat less than that.
I thought, “Well, it can’t always be right.”
But in the long run, it was the Survey that we should have been
listening to.
You
can get a gut feeling sometimes in an interview and you don’t know
whether to go with it or not. But
the Survey is consistently correct. It
showed tendencies that we could not have foreseen in the interview."
Patty Camps, General
Manager, Metal Products, Memphis, TN
"Employees
that we believe are good candidates for a management position are brought
to Richmond for four days in our Corporate Management Awareness Program.
With 220 stores in 26 states, we can’t possibly get to know all
of them personally. The
Survey backs up what we think we know or points out character traits that
we would not be able to discover, even with interviews and the five day
training." Gray
Rawlings, Vice President of Administration,
"Many
applicants present themselves as enthusiastic hard workers; 'I’m a
work-a-holic. I’m not
afraid to work hard and put in long hours.'
But the Survey would tell you whether that was real or not.
Having a dependable way to identify their commitment to work,
positive attitude, emotional energy and decision making levels helped us
choose managers that were right for our situation.
The Survey was a vital part of our hiring process for management
positions.
“Some
people are intimidated by taking tests in general and by the Survey in
particular initially, because it is so
accurate. But once they
understand how it is used to help them, they realize there’s no risk to
taking it. The Survey really
helped the supervisor build team work, with everyone drawing off each
others strengths and supporting them in the areas they need to work on.
As an employer, we saw we had
to have it.” Keith
Floto, Human Resource Manager, WenLake (a Wendy's franchise.)
Additional
Information: The
career test is a report version of our business test, the Simmons Personal
Survey, which for 29 years, has helped companies hire and develop
employees. For more in-depth information on the accuracy of our
test, go to www.SPSurvey.com
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