Who Uses Our Services?

Any leader or organization seeking to hire the best people and to help them reach their full potential. We specialize in people. We work with all types and sizes of businesses across the country. We provide professional and practical assistance in the selection, development and management of high potential people, regardless of the type of business.

Why Do Companies Use Our Services?

Because our services work. We know this because we conduct follow-up research with clients. We have an extensive database which includes psychological assessment data and performance measurements, and we have clear empirical evidence that our testing procedures and psychological assessments help companies select better people. For instance, the graph below shows the first-year results of our work with a global telecommunications client to help define the competencies necessary to successfully manage and develop their largest international customers. As the chart shows, the sales candidates identified as Strong or Acceptable in the pre-employment psychological assessment produced about $10 million more per person in annual revenues one year after being hired than did those identified as Marginal or Not Recommended. That's ROI!

On Choosing a Provider of Psychological Services

Of course we hope you'll consider Management Psychology Group, but no matter who you choose we hope you'll consider the following suggestions.

Choose a licensed psychologist. The state license isn't a guarantee of professionalism, but at least it will tell you the person has met the minimal legislated criteria in the profession.

Check the psychologist's references. Ask if the clients served by the psychologist find the services helpful. Also ask about responsiveness and availability.

Find out how long the psychologist has been in practice.

Is the psychologist a member of a firm or an individual practitioner? A firm may be able to offer a wider array of resources and provide quicker access to services in times of crisis or rapid expansion.

Develop a strong working relationship with the psychologist. Let the psychologist get to know your organization. No matter how accurate the assessment of the individual, the psychologist needs to know the context in which that person will be expected to operate. The individual information is of little use if you and the psychologist don't understand the unique characteristics necessary for success in your company and in a particular job.

Don't expect the psychologist to make your decisions for you. Reputable psychologists realize the limits of their knowledge and expertise and shouldn't promote dependency. The information from the assessment is another data point to be considered along with reference/background checks and your knowledge of your organization's unique needs and personality.