FAQ (Frequently Asked Questions)

FAQ (Frequently Asked Questions)

1. What makes the XBInsight talent assessment system different from others on the market?

The XBInsight Selection and Development System is the most comprehensive selection and development system on the market today. XBInsight is a competency–based assessment system built on the most up to date research for measuring job relevant skills, abilities and other characteristics necessary for successful job performance. This system provides extensive information in an easy to interpret format to be used in the selection and development process within any organization.

XBInsight is the only system that combines in one report four independent areas important for understanding successful job performance and job fit: Competencies, Behavioral Style, Values and Critical Thinking/Thinking Style.

2. How do I administer the testing?

All of the testing is administered online.

3. How long does it take to complete the candidate and development assessments?

It takes 45 to 90 minutes to complete the reports.

4. How do I know the results are accurate?

The XBInsight system predicts job performance across multiple jobs. All of our items have been tested individually and against other tests. Because we are measuring 4 areas (critical thinking, competencies, social styles and values) we can measure the relationships amongst and between these areas. We take the guesswork out of what drives better performance.

5. What does it mean to meet EEOC guidelines?

The EEOC guidelines provide the standards for the level of ethics in how tests should be used. We have met these guidelines, which shows that our tests meet the standards. In other words, our system provides testing on an equal playing field against elements of diversity.

6. How do I measure productivity and retention?

We measure productivity and retention by looking at each organization and each job to determine job outcomes. Our studies determine the gaps in the organization’s workforce and how each company differentiates themselves in their industry.

7. How can I purchase assessments?

Assessments can be purchased and administered by the executive coaches at XBInsight moc.thgisnibxnull@troppus. Certification is also offered. Certified professionals receive price discounts for administering the assessments in-house.

8. How is the Assessment process customized to a particular job or organization?

The measures used to assess the relevant skills and characteristics are chosen based on a clear understanding of the critical job requirements. This requires completion of a job profile, review of current job descriptions, and discussions between the hiring manager and the assessor. From this, the assessment battery is tailored to the relevant position and the organizational environment.

9. Who conducts Assessments?

Our assessors are members of the American Psychological Association (APA), Society of Industrial/Organizational Psychology (SIOP), and have professional liability insurance. They follow proper risk management and test handling policies, as required by the EEOC Uniform Guidelines on Employee Selection Procedures.

10. How do I know that the Assessment process is valid?

Each test used in the assessment process is supported by a test manual containing information on the development and validation of the inventories, as required by the Uniform Guidelines on Employee Selection Procedures. In addition, only those tests found to be job relevant are used as part of the assessment process.

11. What is Executive Assessment?

Executive Assessment is a systematic and comprehensive process of evaluating an executive candidate’s knowledge, skills, abilities and leadership style. The critical objective is to identify the candidate’s current capabilities and potential to perform successfully within the role.

Individual assessment is used for:

  • Selection;
  • Development;
  • Promotion;
  • Succession planning.


12. How does Executive Assessment work?

The Executive Assessment process consists of professionally developed and validated measures of personality, leadership style, and critical thinking. This process also often includes an in-depth interview, case study, and/or role-play.

After all measures have been completed, a trained professional integrates observations from the assessment with data collected to identify the strengths and developmental needs of the candidate. The results are provided both verbally and in a written report. The written report includes suggestions to enhance the strengths and/or to overcome limitations of the candidate.

13. Why is Executive Assessment important to business outcomes?

Executive Assessment is not just about prediction. It is also about shaping the future through well-informed selection decisions, executive development, and organizational interventions. It is the most thorough approach available.

Executive Assessment can have a significant and beneficial impact on:

  • Senior team collaboration and productivity;
  • Organizational culture;
  • Business strategy.


14. What key business issues does Executive Assessment help address?

Assessments allow companies to:

  • Reduce hiring mistakes;
  • Identify, develop and utilize leadership talent;
  • Retain top leadership talent;
  • Address succession management concerns;
  • Hire for the company’s core competencies;
  • Ensure the candidate’s goals, work approach and people skills fit with the company’s culture and business strategy.


15. How does the Assessment process aid in executive on-boarding?

The assessment process aides the executive in acquiring an accurate appraisal of their strengths and developmental opportunities. The executive acquires this information through (1) a feedback report and (2) direct communication with an assessor.