The Human Relations Institute & Clinics Factor provides assessments to organizations, individuals, as well as educational institutions. 

Psycho-educational assessments are often administered to students suspected of learning difficulties or disabilities. They offer a reliable evaluation of the cognitive abilities as well as the assessment of academic strengths and weaknesses of any individual. 

Reasons to use Psycho-Educational Assessments 

  • Currently, over 10 million children have learning difficulties worldwide
  • To provide the necessary learning strategies and techniques unique to each student
  • To educate teachers and administration on how to best help a child
  • To determine the appropriate placement and learning capabilities of a child
  • Eighty percent of students with learning disabilities experience mental health difficulties.

Therefore, it is important to provide early intervention to reduce such risks

Organizationally, HRI&C strives to increase the reliability of the results for each individual, department, and organization.  It is believed unethical to only administer self-contained tests or inventories then send a dubious computerized report through the mail and consider that a full evaluation. Each candidate is unique and each company deserves to know the highest potential to better determine the good match between the two. Knowledge, skills, and abilities are key factors in determining the best person for the best placement. 

When professional and clinical interview, observation, and psychometrics are combined, the results of any assessments are as high as 97% in reliability. 

Reasons to use Pre-Employment Assessments

  • Two of three new hires will disappoint in the first year
  • Two of three employees would rather work somewhere else
  • Ninety-five of 100 applicants will "exaggerate" to get a job
  • Most hiring decisions are made in haste - during the first five minutes of an interview
  • One of three businesses will be sued this year over an employment issue
  • Turnover costs thousands of dollars for every departing employee
  • Eighty percent of employee turnover is avoidable 

Assessments offer a solution 

Historically, employers depend upon résumés, references, and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees. The use of assessments has resulted in extraordinary increases in productivity while reducing employee relations problems, employee turnover, stress, tension, conflict and overall human resources expenses. 

Several factors contribute to the failure of traditional hiring methods. Résumés often contain false claims of education and experience while omitting information that would help employers make better hiring decisions. When training employees, a "one size fits all" approach has failed to provide the desired results, and when selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily.
Business references are of little value because most past-employers will tell you nothing but "name, rank and serial number."