The High Impact Player (HIP) Assessment
"Identifying People with the Right Stuff"
No assessment existed before the HIP Assessment that measured both an individual's ability to think along with their ability to execute.  Several validated
instruments were combined to address this deficiency in the HIP Assessment.  It has 5 components that each measure a critical ability.  A passing score has
to be made on all 5 components before a job candidate is certified as a High Impact Player.  These components include:
Ability to read
Ability to think critically
Ability to work in a team setting
Perseverance through obstacles and adversity
Self-directedness
Has cut off scores versus  candidate ranking
Measures abilities that predict job performance versus just measuring what people say they have done
Has predictability of about 80%, where more common criteria are less than 40% (see chart below)
Can be used for experienced workers or new college hires to measure their ability to "get it" on the job
Key differences between the HIP Assessment and other pre-employment assessment tests include:
Validity of Common Selection Criteria

Many empirical studies have shown the validity of reading comprehension and cognitive abilities as key predictors of productivity on the job.  The HIP
Assessment incorporates these indicators along with other proven measures that indicates the traits that drive success.
"The leaders of Great Groups love talent and know where to find it . . . .  
They revel in the talent of others."
                                                                                                 Warren Bennis &
                                                                                Patricia Ward Biederman