Usually, recruitment wing within your HR department receive lots of resumes from prospective employees, and have to sift through them and find the suitable candidates for the job requirements available with them at that particular time. In many small to medium business, the hr department does not have that wing or they do not need to have that wing on permanent full time bases. In competitive global business environment the appropriate employees educational qualification is very important.. desired levels of experience, good technical skills etc for the business to stay competitive. For that; Targets Consulting offers you the experienced recruiters supported by tested and tried assessment models, those pre-employment assessment models cover the candidate personality, qualifications, skills & experience. Mental aptitude tests model is to examine a personability to handle problems and solve them. They also indicate how quickly an individual can develop the skills necessary for the job. It is Not an IQ test. the mental aptitude test is a test of how quickly a person can integrate information and make it useful. Areas covered in one of the most widely used assessments, The Achiever, include mental acuity (thinking, problem-solving, and reasoning ability), business terminology, knowledge of news and events, language and vocabulary skills, and numerical perception (how quickly and accurately an individual processes data). Anyone would be hard pressed to say these are not job related. Because of the cost of pre-employment testing, many companies use mental aptitude testing for management and sales where job related test results combined with the interview and reference checks can be a powerful tool in increasing your odds in hiring the right person for the job. Because of the repetitive nature of most hourly positions, only math and scanning accuracy are necessary. The personality test model examines job-related characteristics like energy, flexibility, organization, motivation, communication, level of assertion, competitiveness and sensitivity. The system of measurement divides the response populations into nine parts. For instance, the personality dimension titled energy ranges from restless to calm on a scale from one to nine. For each job-related dimension, a benchmark can be developed from testing the top performers and identifying consistent characteristics that they possess. It is very important assessing Bottom performers, to see what job related characteristics are consistent with them.