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Background on the HIP Assessment
No single employee assessment existed prior to the High Impact Player Employee Assessment Career Skill
process to measure an individual's ability to Think, Initiate and Execute. Several validated instruments were
combined into the employee assessment to address this deficiency. The HIP Assessment measures five
success variables. A passing score has to be made on all five variables before an individual can be certified
as a High Impact Player. The success variables measured are:
process to measure an individual's ability to Think, Initiate and Execute. Several validated instruments were
combined into the employee assessment to address this deficiency. The HIP Assessment measures five
success variables. A passing score has to be made on all five variables before an individual can be certified
as a High Impact Player. The success variables measured are:
 | Ability to read | |
| Ability to think critically | |
| Ability to work in a team setting | |
| Ability to self-direct | |
| Perseverance through obstacles and adversity | |
Key differences between the HIP Employee Assessment and other pre-employment instruments includes:
| Measures success across knowledge-based disciplines (e.g., technology, engineering or accounting) | |
| Has a cut off score and doesn't rank candidates | |
| Measures variables that predict success versus reviewing experience | |
| Has a predictability factor of nearly 80%; where many other popular selection criteria are less than 40 | |
| percent (see chart below) | ||
| Measures an ability to "get it" versus "not get it" | |
| Is valid for both experienced workers or new college hires | |
| Adapted from Hunter & Hunter, 1984 |
Validity of Common Selection Criteria
Several empirical studies have shown the validity of reading comprehension and cognitive abilities as key
predictors of productivity on the job. The HIP assessment career skill process incorporates these indicators
along with other proven measures that predict job performance.
predictors of productivity on the job. The HIP assessment career skill process incorporates these indicators
along with other proven measures that predict job performance.
| Interviews, resumes, grades and interests are poor predictors of job success. |
High Impact Player:
An active participant that makes a strong and immediate effect on the
organization through the efficient and effective fulfillment of their role. They
are perceived as a valuable organizational asset.
An active participant that makes a strong and immediate effect on the
organization through the efficient and effective fulfillment of their role. They
are perceived as a valuable organizational asset.
How does the HIP Assessment differ from other assessments?
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