Research Behind The CMPI

The CMPI has been vetted across multiple research studies conducted by PhD psychologists. Whether predicting sales volume or performance ratings, the CMPI predicts job success.

In three major studies (n=931), sales personnel scoring high vs. low on the CMPI had an average of 50% higher sales commissions.

In two major studies (n=470), sales personnel scoring high vs. low had an average of 24% better performance ratings by management.

In one analysis (n=461) based on revenues, it was found that hiring CMPI "High" scorers would increase sales revenue by over $20,000,000.

For more detailed information about our research, Request our CMPI Research Guide.

The CraftMetrics Personality Inventory (CMPI)

Applicants, especially sales personnel, know exactly how to "sell themselves" when taking a personality questionnaire. Our CraftMetrics Personality Inventory (CMPI) is a revolutionary personality test that employs proprietary, unique research to identify and minimize the applicant's attempts to "game" the test. When this happens, you'll be notified and provided with recommendations on how to handle each case.

For applicants who respond accurately to our employment test, you can quickly access the individual's CMPI Compatibility Score which has been found to be significantly predictive of performance. The CMPI has been vetted across multiple research studies conducted by PhD psychologists over a fourteen month period from organizations with their own unique culture and product mix. The CMPI consistently identifies peak performers. Whether predicting sales volume or performance ratings, the CMPI Job Compatibility Rating statistically predicts job success.

Responses from over 1,000,000 applicants have been statistically analyzed over the past 30 years to provide scoring algorithms to help determine when an applicant's responses are unrealistically favorable and inaccurate. As a result of these algorithms, management receives an "Accuracy Score" that determines if the results should be depended upon. Additionally, for every individual personality trait that may not be an ideal match for the position, follow-up interview questions are automatically generated for the manager. No other employment test in the industry employs such precise psychometric methodologies.

The CraftMetrics Learning Aptitude Survey (CLAS)

Your applicant's personality is only part of the reason s/he succeeds or fails. Depending on the complexity of the job description and the availability of training, your applicant's learning aptitude/intelligence can make the difference between high productivity and failure. Our brief intelligence test will tell you all you need to know about how quickly your new employee will respond to your training and the more complex job duties. Advanced reporting focuses on three specific Learning Areas: Linguistic, Problem-Solving, and Quantitative.

The CraftMetrics BioData Survey (BDS)

Resumes are nothing more than a sales tool rife with exaggerations (and sometimes outright lies) and should never be used for employee selection. Applications for employment leave too much room for applicants to omit information or provide only the information that looks good on paper. CraftMetrics BioData Survey asks the same questions online but in a way that forces applicants to be honest. Just as important, you'll be able to statistically analyze their responses to determine which responses predict job performance. You can either use CraftMetrics' BDS questions or customize the questions to your specific job descriptions.