At the cornerstone of the Ingelix™ methodology is the identification of your ever-changing job applicant pool and how these people fit into your work environment. This complex matching process is accomplished through the creation of an unlimited number of custom hiring assessments that can by changed on the fly as the needs for each position within your organization changes. Since your talent needs change so should the tool you use to identify the most valuable asset you have…your people!
Custom Hiring Assessment Flexibility
  • Your own unique set of values and specific knowledge, skills and abilities per position.
  • Your preset time requirements for applicant test testing.
  • The option to use the Ingelix™ “pre-assembled batteries” designed to assess the skills and behaviors associated with the most typical jobs.
  • The option to “mix and match” from a comprehensive library of short skills and behavioral tests to create a truly customized solution within the required testing time frame.

Custom Hiring Assessment Efficiency
  • The Ingelix™ battery consists of both behavioral and skills based tests.
  • The behavioral tests include both attitudinal and behavioral statements. Responses are made on a 5-point Likert scale ranging from Strongly Agree to Strongly Disagree. This item format is extremely efficient, allowing applicants to answer a great deal of questions in a very short amount of time.
  • The Ingelix™ skills tests were also designed to be completed in a short amount of time. The skills tests include brief questions covering various job-relevant skill sets. The answer format is multiple-choice. The tests are concise, focused and valid predictors of performance.
Both Ingelix™ behavioral and skills tests are designed as stand alone products with the flexibility and the option of being combined into customized test batteries.


Combining both skills and behavioral testing has been shown to increase validity above and beyond using one or the other.
Test Validity

A test’s level of effectiveness is directly related to its validity (the degree to which the test measures what it is supposed to measure) and its reliability (how consistent the test is at measuring what it is supposed to measure). The Ingelix™ scales have undergone significant research across various job categories utilizing several validation strategies. The results of all the research conclude that the tests are valid predictors of critical aspects of job performance. Some of the validation methods used to establish the validity of the Ingelix Human Resource Testing Library (HRTL) are summarized below.

Criterion Related Validation

The concurrent, criterion-related validation method requires that the test be administered to current employees. Performance data is then gathered on those employees. If the test were a valid predictor of job performance, one would expect a statistically significant correlation between test scores and the performance data collected. In other words, those employees who score high on the test are the same employees who demonstrate high levels of performance. Those employees who do poorly on the test would likely be those who demonstrate poor performance. The correlations obtained throughout all of the criterion-related validity studies indicate that the Ingelix™ test methodology is a valid predictor of job performance.

Construct Validation

In addition to the concurrent validation strategy described above, construct validation studies have been performed for many of the Ingelix™ scales. This validation strategy attempts to demonstrate the degree to which the instrument in question actually measures the psychological construct it is intended to measure. This approach generally involves administering the test in question along with another well-researched and established instrument that measures the same construct. If the two instruments measure the same construct, one would expect to find a significant correlation between the two. From the construct validation studies reviewed we can conclude that the Ingelix™ scales measure the construct they were designed to measure and therefore are construct valid.

Self Report

An additional strategy utilized to establish the validity of the Ingelix™ scales was to compare test scores to anonymous self-reports. Some tests measure behaviors that are not always observable yet could have a serious negative impact to your organization; for example stealing or illegal drug use. The anonymous self-report validation strategy makes it possible to collect past behavior information (e.g., stealing history, illegal drug use frequency) in a non-threatening manner. Test scores are then compared to the self-report ratings to determine the tests ability to identify those counterproductive behaviors. The results of the validation studies using the self-report data collection method offer strong support for the validity of the Ingelix™ scales intended to predict counterproductive workplace behaviors.

Reliability

In addition to the validity studies described above, reliability analyses have been performed for each Ingelix™ scale. Reliability refers to the degree to which the scale items are consistent in measuring the skill or construct the scale is intended to measure. These results do, in fact, show that the HRTL scale items are consistent in measuring what they are intended to measure.

As the diagram below shows, you can “mix and match” the individual Ingelix™ tests to meet the specific needs of the job. This “custom” approach to building a test battery ensures you are only testing for those skills and behavioral characteristics that are relevant to the job, therefore increasing validity while at the same time reducing test administration time significantly.

To build your custom battery, add as many scales located on the left by hitting the check mark. You can also expand the scale by hitting the plus to show a more detailed description of the chosen scale as well as estimated test time.

Partial Sample of Ingelix Testing Library
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  • Achievement Drive
    Description
    Achievement Drive measures the degree to which the individual is likely to be competitive and driven to be the best. This characteristic is important for jobs where the attainment of established goals and benchmarks are important. It is also important for jobs where there may be competition within departments or between co- workers and positions where the individual is expected to grow and advance to higher levels within the organization.
    Test Time
    Untimed (approx. 3 min.)
  • Attention to Detail
    Description
    Attention to Detail measures the degree to which the individual can quickly and accurately compare two strings of letters and/or numbers much like tasks that involve verifying information. It is also appropriate for jobs that require proofing tasks such as the healthcare field.
    Test Time
    Timed (approx. 4 min.)
  • Candidness
    Description
    Candidness measures the degree to which the individual is likely to be candid and accurate in his/her responses and is therefore not trying to outsmart the test in an effort to present him/herself in a more favorable light. The results of this scale should be used as a “red flag” to make you aware that some candidates may be trying to “fake” the test. For example, if a candidate scores High on the behavioral scales in this assessment and he/she scores Low on Candidness, there is the chance that he was able to elevate his/her scores on the assessment by trying to make him/herself look good. High behavioral scale scores that are accompanied by Low Candidness scores warrants some additional follow-up during the interview or reference checks to confirm the candidate’s behavioral scale scores are in line with his/her previous work history.
    Test Time
    Untimed (approx. 1 min.)
  • Dedication
    Description
    Dedication measures the degree to which the individual is a hard worker. Takes pride in the quality of his/her work and believes that hard work leads to success.
    Test Time
    Untimed (approx. 1 min.)
  • Energy
    Description
    Energy measures the degree to which an individual is likely to demonstrate energy, passion and vitality throughout the workday. This characteristic is important for most fast paced jobs and jobs involving multi-tasking.
    Test Time
    Untimed (approx. 3 min.)
  • Enterprising Fit
    Description
    The Enterprising Environment requires coordinating the work of others to accomplish specific goals. Although interaction with others is required, it is generally to control, influence or dominate. This environment generally involves the hierarchical work structures that are usually associated with large organizations. Examples of occupations within this environment are sales and management positions. The Enterprising scale measures the degree to which the candidate enjoys or has an interest in working in this environment.
    Test Time
    Untimed (approx. 1 min.)
  • Extraversion
    Description
    Extraversion measures the degree to which the individual is likely to be outgoing, sociable and assertive in his/her interactions. This characteristic is important for jobs requiring strong, outgoing personalities and strong social skills (e.g., patient care and some management jobs).
    Test Time
    Untimed (approx. 3 min.)
  • Flexibility
    Description
    Flexibility measures the degree to which the individual is likely to be able to adapt to change and is more open minded than stubborn. This characteristic is important for fast paced jobs where priorities often shift. It is also important for organizations that are in transition or are expecting changes that will affect work duties and responsibilities.
    Test Time
    Untimed (approx. 3 min.)
  • Go-Getter
    Description
    Go-Getter measures the degree to which the individual is dedicated, shows initiative, has a positive demeanor and exhibits independence. This characteristic is important for jobs requiring independent work and a self-starter attitude.
    Test Time
    Untimed (approx. 2 min.)
  • Math
    Description
    Math measures a basic understanding of mathematical computation and concepts (e.g., making change, calculating percentages, applying discounts, basic addition, subtraction, division and multiplication). The ability to solve these types of problems has also been related to speed of learning and general problem solving skills. This test is appropriate for jobs requiring knowledge of basic math functions (e.g., cashiers, tellers, basic accounting, payroll, etc.).
    Test Time
    Timed (approx. 10 min.)
  • Optimism
    Description
    Optimism measures the degree to which the individual consistently approaches work duties and projects with a positive attitude. Is always optimistic. Seldom worries and always exhibits a positive demeanor.
    Test Time
    Untimed (approx. 2 min.)
  • Organization
    Description
    Organization measures the degree to which the individual is organized, structured and thoughtful about his/her work.
    Test Time
    Untimed (approx. 1 min.)
  • Patience
    Description
    The degree to which the individual remains calm and demonstrates patience when dealing with potentially frustrating situations.
    Test Time
    Untimed (approx. 1 min.)
  • Supervision
    Description
    Supervision measures the degree to which the individual has the ability and disposition to motivate others, relate well to employees, create a sense of unity among staff, and maintain high levels of employee satisfaction. Supervision skills are important for jobs that require overseeing and managing others.
    Test Time
    Untimed (approx. 3 min.)
  • Healthcare Environment Fit
    Description
    Healthcare Environment Fit measures the degree to which the individual is caring, empathetic and is likely to go out of his/her way to assist patients. This characteristic is important for all healthcare-related jobs.
    Test Time
    Untimed (approx. 2 min.)
  • Leadership
    Description
    Leadership measures the degree to which the candidate has the interest, ability, and disposition necessary to perform in a leadership or supervisory capacity.
    Test Time
    Untimed (approx. 3 min.)
  • Positive Attitude
    Description
    Positive Attitude measures the degree to which the individual consistently approaches work duties and projects with a positive attitude. Is always optimistic. Seldom worries and always exhibits a positive demeanor. This characteristic is important for jobs where a positive demeanor and outlook are necessary for success.
    Test Time
    Untimed (approx. 2 min.)
  • Quality Care
    Description
    Quality Care measures the degree to which the individual is likely to be hardworking, reliable and conscientious about the quality of his or her work.
    Test Time
    Untimed (approx. 2 min.)
  • Risk
    Description
    Risk measures the degree to which the individual is likely to follow company policies and adhere to rules and procedures established by management. This characteristic is appropriate for most, if not all jobs, with special emphasis on jobs requiring handling money (such as a bank teller or cashier) and positions related to security (such as a security guard or police officer).
    Test Time
    Untimed (approx. 2 min.)
  • Self-Confidence
    Description
    Self-Confidence measures the degree to which the individual is likely to be confident in his/her actions and decisions, is self-assured and is not overly affected by what others think of him/her.
    Test Time
    Untimed (approx. 3 min.)
  • Service Orientation
    Description
    Service Orientation measures the degree to which the individual is caring, friendly, compassionate and is likely to go out of his/her way to assist customers.
    Test Time
    Untimed (approx. 3 min.)
  • Stress Management
    Description
    Stress Management measures the degree to which an individual is likely to demonstrate patience and manage stress during times of conflict with customers and co- workers and in other stressful work-related situations. This characteristic is appropriate for jobs requiring interactions with customers and multi-tasking, as well as for positions in fast-paced organizations.
    Test Time
    Untimed (approx. 2 min.)
  • Team Player
    Description
    Team Player measures the degree to which the individual is likely to be a team player and cooperate in all aspects of his or her work relationships, including working in harmony with others to achieve a common goal. This characteristic is important for jobs requiring interaction and teamwork among co-workers.
    Test Time
    Untimed (approx. 2 min.)
  • Can-Do Attitude
    Description
    Can-Do Attitude measures the degree to which the individual consistently approaches work duties and projects with a positive attitude. Is always optimistic. Seldom worries and always exhibits a positive demeanor.
    Test Time
    Untimed (approx. 2 min.)
  • Customer Care
    Description
    Customer Care measures the degree to which the individual is friendly, service oriented and builds customer relationships. He/she is likely to go out of his/ her way to assist customers.
    Test Time
    Untimed (approx. 3 min.)
  • Work Ethic
    Description
    Work Ethic measures the degree to which the individual is likely to be hardworking, reliable, dedicated and punctual. He/she is conscientious, organized and plans ahead.
    Test Time
    Untimed (approx. 2 min.)
Your Custom Job Test Battery
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  • Achievement Drive
  • Attention to Detail
  • Candidness
  • Dedication
  • Energy
  • Enterprising Fit
  • Extraversion
  • Flexibility
  • Go-Getter
  • Math
  • Optimism
  • Organization
  • Patience
  • Supervision
  • Healthcare Environment Fit
  • Leadership
  • Positive Attitude
  • Quality Care
  • Risk
  • Self-Confidence
  • Service Orientation
  • Stress Management
  • Team Player
  • Can-Do Attitude
  • Customer Care
  • Work Ethic
Total Test Time: min.
  • Ingelix helps us quickly identify and filter potential employees. By selecting the right person for the job, we are able to decrease turnover.

    —Nicole Russ,MBA, PHR, SHRM-CP, CEBS, GBA, RPA, Director of Colleague Relations, Alliance Community Hospital of Colleague Relationswww.achosp.org
  • We no longer have to filter and sort through every résumé. With the Ingelix solution, top performers are already identified for us.

    —Diane Geis,EVP of Human Resources, Altercare of Ohiowww.altercareonline.com
  • We are dedicated in finding the “right fit” for our organization. With recruitment and retention being a challenge in today’s market, Ingelix gives us the tools to identify potential colleagues quickly.

    —Tracey Restetter,Recruiter/Colleague Relations Specialist, Alliance Community Hospitalwww.achosp.org