Advanced Integrated Assessments
Advanced Integrated Assessments

Career Planning, Employee Development, Franchise Development


Career Planning: Many poor career decisions have been made because there was not enough research completed on the position beforehand. The Successful Career Planning report is a good starting place to increase understanding about the potential career you choose.

High School
Successful Career Planning™ can and should begin as early as 11th grade. Many high school students are already thinking of college and beyond. As parents it's up to us to guide our children into becoming happy, healthy and productive members of our ever-changing society. Wouldn't it be wonderful if we could also help our children find that dream career that will fulfill not only their financial needs, but their emotional needs as well? Where they would enjoy going to work, actually like their job, and when they are home for the day, to enjoy their family even more.

Many college students' still struggle and wonder if they are in the right academic program. "Have I chosen wisely?" "Will I change my major...again?" Even at this level, Successful Career Planning is a must! Understanding how they approach problems & challenges, their interaction with people, dealing with the pace of their environment or following rules set by others can mean the difference between a successful career, or a struggling job.
Adults in Career Transition
Most adults will change careers 5 times during their lifetime. Many will fall into the definition of insanity... "Doing the same things over and over, expecting different results." They leave one job, to go to another similar position, only to find they are NOT happy with their new job. Determining if a career change is right for you is a process in which the discovery of your personal strengths, motivations, and goals are of the utmost importance. If a career change is the right thing for you, you need to be sure you are making the right change.

Employee Development: Computers have manuals-Why Not People? People are unique and must be managed, coached and supported in a way that capitalizes on their uniqueness. Proper guidance and direction often spell the difference between success and failure of an employee, a team or an organization.

Job Benchmarking...What behavior does the job require
Benchmarking is a process human resource professionals use to identify potential top performers based on facts gathered through validated assessment instruments. A benchmark can be created based on an ideal behavioral style of a position or the behavioral and attitudes styles of top performers versus bottom performers. This information can make the selection process more accurate and cost effective. 

Sample TTI Success Insights™ Management-Staff Version Report

When benchmarking for a position, AIA offers The Success Insights Work Environment™ report which is used to identify the ideal behavioral style the position requires.

Sample TTI Success Insights Work Environment™ Version Report

When benchmarking the ideal attitude style for a position, AIA offers the Personal Interests, Attitudes and Values™ report. This will identify a pattern in the attitudes rankings for top and bottom performers and provide valuable statistics to include in the employee selection process.

Sample Personal Interests, Attitudes and Values™ Report

Our Newest Assessments combine the DISC & PIAV in a comprehensive assessment of both behavioral needs and personal motivations to better understand the needs of the position, and the talents of the new hire.

Sample TTI Job Insights™ & TTI Talent Insights™

Employment Agencies & Outplacement Firms
Using assessments such as the Managing For Success® series, can give invaluable information about an individual. This can and will assist in properly placing a person within a new industry and organization. After all, fitting the right person with the right job is essential in assuring a renewed sense of career success. Another benefit to you is the enjoyed greater reputation for supplying better fitting employees to your clients.

The ability to interact effectively with people may be the difference between success and failure in our work and personal life.

Sample TTI Success Insights™ Management-Staff Version Report

An individual's performance and attitude in the workplace can be directly related to their internal value system. Before making a career change, it is important to understand the values that drive your actions.

Sample Personal Interest, Attitudes and Values™ Report

The Successful Career Planning™ report offers a system to capitalize on the individual's talents, as well as their potential strengths and specific value to the organization. The report also provides a list of potential occupations that may suit the individual's natural behavioral style.

Sample Career Planning Insights Report

Franchise Development: The Short Term Gain of adding Franchise Units can backfire if the Owners/Operators of those units are not a "Good Match" for the franchise system. An understanding of behavioral selling skills can increase the success of your franchise development department in meeting your goals.

Franchisor Benefits with Behavioral Selling
Knowing how to communicate with your prospective franchisee is vital in helping them to understand if your franchise is right for them and if they are right for your franchise. That is why you "Award" a franchise to the right prospect. After all "Their success is Your success"!
Investing in a franchise is also an emotional decision as well as financial. By developing a Successful Franchisee Education Program, you will better qualify your prospects and increase your closing potential. By your understanding and using behavioral selling skills during your sales process, you can help your prospect overcome the emotions and by speaking their language, create a better doorway to communication.

Sample Communicating With Style™
Sample Interviewing Insights™ - General

Franchisee Benefits
The biggest difficulty is not finding financially qualified prospects, but in finding prospects that have the inner confidence to move forward. Of all those who investigated and validated their opportunity fully, and whom the franchisor really wanted as franchisees, but who failed to move forward, (80%) most dropped out because they themselves perceived they did not have the right personality for the business and were fearful they could not be successful.

Franchisors can overcome this problem if they:
Help reduce the emotional fears and increase the confidence level of the most desirable prospects.
Support and employ quantitative (behavioral) data to predict the capacity for success each candidate for their particular franchise system.

Franchisors will have a greater success rate if they
Be selective in awarding of franchise units by focusing on the ability, willingness and behavioral competencies of your prospects.
Reduce the fear of your best prospects by demonstrating to them how their personality based on behaviors, values and attitudes as well as specific related soft skill competencies can be an asset to their eventual success in the business.
Use validated assessment tools to quantify what personality characteristics are present in your best franchisees, and then show your best prospects how THEY fit that profile.

Sample TTI Success Insights™ Executive Version

Sample TTI Success Insights™ PIAV Version

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