Research

The Critical Hire^®-Profile is valid and non-discriminatory in its review of 28 core-behavioral factors…

The Critical Hire^® Profile has been proven valid in numerous independent trials based on over a thousand applicant tests.  It has been found to be at least 85% accurate in detecting potential ‘bad hires’ (those individuals employers regret having hired) and found non-discriminatory based on race, gender and age.

Important Note:   The Critical Hire^® test provides helpful insight regarding individuals, we cannot, however, guarantee a person’s future behavior.

This study outlines the development, reliability, and validity for the Critical Hire®-Screen (CH-S), an overt integrity assessment measure developed for law enforcement and correctional officer job applicants. Four separate studies were conducted and provide evidence for the internal consistency, test-retest reliability, and convergent validity for the CH-S. Results provide initial support for its use as a tool law enforcement and correctional agencies could use to measure various traits of integrity at a pre-offer phase in the hiring process. Initial_Reliability_and_Validity_of_the_Critical_Hire_-_Screen.pdf

This study explored the degree to which integrity test results, measured by the Critical Hire®-Screen (CH-S), correlated with measures of criminal thinking and attitudes. Methods used in this study consisted of adult probation and parolees in the United States completing the Texas Christian University Criminal Thinking Scales and CH-S. Results revealed that criminal thinking and attitudes were significantly correlated with integrity test scores. This finding suggests that applicants scoring high on CH-S scales likely also exhibit criminal thinking attitudes and beliefs. 
Criminal_Thinking_and_Pre-Employment_Integrity_Testing.pdf

This study examined the accuracy of the Critical Hire-Screen (CH-S) in predicting supervisory ratings of correctional officer job performance. Analyses revealed a significant ability to identify officers identified as mis-hires, as well as differentiate between mis-hires and non-mis-hires. Predictive_Accuracy_of_the_Critical_Hire-Screen.pdf

This article measured the degree to which the Critical Hire-Screen (CH-S) and Personality Assessment Inventory (PAI), a test of psychopathology, correlated with and predicted supervisor ratings of correctional officer job performance. Results revealed that the CH-S provided the strongest correlation with, and prediction of, job performance. Although PAI subscales contributed to the prediction model, relatively few subscales were ultimately selected, resulting in the CH-S explaining the majority of the variance. Predicting_Correctional_Officer_Job_Performance_Using_the_Critical_Hire-Screen_and_Personality_Assessment_Inventory.pdf

This study provides reliability and validity data for the Critical Hire – Personality Assessment, a Five Factor Model-based assessment of personality developed for law enforcement and correctional officer job applicants. This study provides initial empirical support for the Critical Hire – Personality Assessment’s internal consistency, test-retest reliability, convergent validity, and criterion validity when measuring job performance ratings.  Initial_Reliability_and_Validity_for_the_Critical_Hire_-_Personality_Assessment.pdf

This study provided empirical evidence that law enforcement officer applicants scored in a statistically similar way on the Critical Hire-Screen (CH-S) as correctional officer applicants. This finding provides added support for the convergent validity of the CH-S by showing that comparable groups scored in a similar way on the CH-S. This study also provided empirical evidence that law enforcement and correctional officer applicants generated significantly lower scores on the CH-S then a sample of adults on probation or parole supervision. This finding adds additional support for the convergent validity of the CH-S by showing that CH-S scores can appropriately differentiate between law enforcement or correctional officer applicants and individuals on probation or parole supervision. Applications for hiring agencies is provided in the article. Convergent_Validity_for_the_Critical_Hire-Screen_-_A_Study_of_Contrasted_Groups.pdf

This study examines if Critical Hire (CH) personality scale scores comply with federal laws and guidelines regarding employee selections by examining the degree to which CH scale and subscale scores differ based on community-based corrections (CBC) officer gender, age, and racial/ethnic status. Results revealed that the CH personality scales and subscales do not differ in a manner that would significantly contribute to a disparate or adverse impact based on CBC officer applicant gender, age, and racial/ethnic status. Implications of these findings for CBC agencies are discussed. Disparate_Impact_Analysis_of_the_Critical_Hire-Personality_Assessment_Published_Article.pdf

This study explored the degree to which Critical Hire and Step One Survey II (SOS II) scales correlated with and predicted supervisor ratings of correctional officer job performance. Disparate impact analyses were also conducted exploring the degree to which each tool’s scale scores differed based on applicant age, gender and racial/ethnic status. Results revealed that only Critical Hire scale scores correlated with, and significantly differentiated between, supervisor ratings of job performance. Results also revealed that Critical Hire and SOS II scale scores did not significantly differed based on age, gender, or racial/ethnic status. Implications for correctional agencies are provided in this study. CH-S_and_SOS_II_-_Executive_Summary.pdf

A free copy of the published article can be obtained to the first 50 requesters using the link below. 

https://www.tandfonline.com/eprint/US36H89UA89PBF9PVCBQ/full?target=10.1080/23774657.2022.2065383

Critical Hire-Profile Scales Predict Future Employment Rating for Iowa Firefighters

A group of Iowa firefighters were followed for approximately 1 year after starting employment. The departments were asked "Would you hire this employee again?" Employee ratings were compared with their Critical Hire-Profile scores.

Applicants scoring low on Conscientiousness were 7.25 times more likely to be seen by their agencies as someone they would NOT hire again, compared to employees scoring in an average or higher range.

Applicants scoring high on the Stress Response were 7.5 times more likely to be seen by their agencies as someone they would NOT hire again, compared to employees scoring in an average or lower range.

Applicants scoring high on Verbal Aggression were 9.75 times more likely to be seen by their agencies as someone they would NOT hire again, compared to employees scoring in an average or lower range.