How to hire, retain and develop the best people.

PROfiles 2020 inc.

Certified Professional Behavioral Analysts

People Problem Solvers Since 1988



Q and A




1. Is it legal to use assessments for candidate selection?

YES it has been adjudicated by the Supreme Court of the United States that assessments may be utilized in the selection process. There are rules and regulations regarding this right and it is your responsibility to familiarize yourself with the EEOC laws. We can help you stay within the proper government guidelines.

2. Is it legal to use an EQ assessment for hiring?

NO it is illegal to utilize an EQ assessment in your hiring.  Discrimination is a part of EQ as the age of the participant impacts the score. Until we can remove the age bias do not use EQ as a hiring instrument. The EQ may be used with existing employees for internal development.

3. We have candidates who have limited skills in English. What about them?

We provide the assessments in 40 languages. The required reading level is equivalent to 5th grade USA school standards. The candidate may choose to take the assessment in his native language and we can print the results in English and the language of the candidate.


4. Do we give the assessment results to each candidate?

Under no circumstances should the assessment results ever be shared with anyone outside your company. If the candidate is hired they may request to see the report and you are then mandated to share it with them. We recommend that all new hires be given a professional debriefing of their report during the on-boarding process.

5. How long does it take to complete an assessment?

It takes the average person approximately 10-12 minutes for each questionnaire. As we customize the assessments to your specific needs it is difficult to give a standard time. On average participants take approximately 45 minutes to complete everything. All our assessments are available on-line. They can be taken from anywhere in the world.


6. How much weight should we give to the assessment?

We highly recommend that no more than 1/3 of your final decision be based on the assessment results. This is also mandated under federal hiring guidelines. It is a prudent idea to tell the candidates this and even better to have them sign a statement acknowledging this was explained to them. It is against the law to use an assessment as the sole criteria for selection.

7. Is it true that your behavioral assessments encompass the four quadrants of behavior as originally developed by Dr. William Marston from Harvard University and that each quadrant also measures the accompanying emotional intensity of that quadrant. THAT IS CORRECT. Additionally our report measures the core behaviors embedded in the neural pathways of the participant but we also measure the adaptation of that behavior as depicted in the data points of the secondary graph. We measure the mathematical differential between the two states of natural Vs. adapted to ascertain the persons current stress as well as the degree to which they feel a need to move away from their natural self. The closer the two graphs align the more confidence you can have in the "WHAT YOU SEE IS WHAT YOU GET CONCEPT."

8. Can we use assessments to ascertain the qualities of a current employee then terminate them if their scores do not match what we expected or are are looking for?

It is illegal to fire a person who is currently employed as a result of their assessment scores.

9. How long have your assessments been around?

Each profile was developed independently of each other. As a general rule we can say that our reports and or their theories have been in existence between 50 and 90 years.

10. How many reports have you done? To date we have had exceeded 25,000,000. We have over 100,000 customers from 90 countries and we publish in 41 languages.