We apply widely used, recognized industry standards to safeguard the security, confidentiality, and integrity of your personally identifiable information. Our physical, technological, and administrative procedures help to protect your personally identifiable information against unauthorized access and disclosure, loss, and theft.

You don't need to worry about your privacy being invaded because we do everything possible to protect confidential information. We never sell, lease, or rent your personally identifiable information to third parties for their marketing or advertising purposes. Basically, we use your personally identifiable information to customize your online experience, to process and deliver your orders, to deliver the services you request, and to communicate more effectively with you.

We have ensured the legitimacy and safety of our GreatBizTools website, our secure website behind the WebAssess assessment engine, by asking a major international Certification Authority to confirm that we are a legally accountable organization, and that we use secured and encrypted links to our website.

We need this information from you in case we need to contact you by email in the future. As explained in the GBT Privacy Policy, we will contact you only when necessary or when you have given us your explicit consent.

To ensure that your personally identifiable information remains confidential, we require you to enter your user name and password every time you use a secured area on our website. This security measure allows us to identify you and to prevent unauthorized access to your personally identifiable information.

If you register with us, you are responsible for maintaining the confidentiality of information that you provide us. You are also responsible for taking the proper security measures to prevent the unauthorized use of your account. Such practices include using a password that other people cannot easily guess, keeping your password secret, and closing your browser if you leave your computer unattended.

User names must contain at least three alphanumeric characters. Passwords must contain at least six alphanumeric characters, at least three different alphabetic characters (which are case-sensitive), and at least one numeric character. In addition, passwords cannot contain your first or last name, user name, or email address.

If you ever forget your user name or password and ask us for this information in the future, we need to make sure that we are giving it to the right person. Providing answers to two challenge questions will protect your personally identifiable information against unauthorized access.

During the login procedure, simply click on "I forgot my user name" or "I forgot my password." If you have forgotten both, be sure to request your user name first. If you have forgotten your user name or password, provide the requested information. We will email you your user name and a temporary password if required. After you login using your user name and temporary password, you will be asked to create a new password before you can access your account.

Yes. You may browse our website and use certain parts of it without registering with us. You will need to register with us, however, if you want to use WebAssess®, our online testing system, or save your Evaluation Tool results.

We will need some information from you that will allow you to purchase our online tests and access WebAssess®, our online assessment system.

The secured areas of our website were designed for business people who want to improve employment, promotion, and employee certification practices in their organization. Since our website took us several years to develop, we want to know who our users are. We also want to make sure that people are using our website legitimately according to its intended purposes.

If I register with you, am I obligated to buy your products or services?

Yes, except for weekly maintenance periods and downtimes caused by unforeseen circumstances beyond our control (e.g., Internet and server problems).

If you make more than three unsuccessful attempts to login to your account, we are assuming that an unauthorized individual is trying to access your account. We designed our "lock out" function as a security feature to protect our customers' accounts against unauthorized access and theft.

You must follow our procedure for retrieving both your user name and password. See the answer to the question, "What should I do if I forget my user name or password?", in the FAQs for Website Privacy and Security. If you do not provide correct security information in this process, you will not be able to unlock your account. If this happens, request assistance from your Company Administrator to regain access to your account.

You will need to call your GBT Account Manager and provide the correct security information to regain access to your account.

First, follow our procedure for retrieving both your user name and password. See the answer to the question, "What should I do if I forget my user name or password?", in the FAQs for Website Privacy and Security. If that doesn't work, then contact your Company Administrator and request assistance. It is possible that the Company Account was closed or suspended.

We offer customers two types of accounts: "Standard" and "Licensed." We automatically assign you a "Standard" account when you register with us. A "Standard" account allows customers to purchase our products and fee-based services on an "as needed" basis. A "Licensed" account allows customers to have unlimited access to selected products and fee-based services for an annual license fee. These types ofaccounts afford flexibility and cost-savings to both large and small organizations with different needs. Please contact us if you are interested in a "Licensed" account.

The Company Administrator selects assessment locations and the administrator(s) involved at these locations. The Company Administrator and other authorized administrators may add assessment locations and administrators at any time.

The Company Administrator is the only person authorized to close a Company Account. Since no one else in an organization has this privilege, the Company Administrator must request to close the account.

Individuals who use our online tests during their free 15-day trial period are considered to be "Trial" customers. In addition, from time to time we may make promotional offers to certain companies to try our products and services free for a limited period of time. Organizations accepting this kind of promotional offer are also considered to be "Trial" customers.

A Company Administrator, who opens a Company Account when he/she registers with us, is ultimately responsible for all business transactions between his/her organization and GreatBizTools.com. After a Company Account is created, other individuals besides the Company Administrator may be authorized to use our website and products. Each authorized user has an Administrator Profile within the Company Account. Administrator Profiles help us to meet the unique needs of administrators. These profiles contain personal information, privileges, and preferences that we use to customize navigation and to communicate more effectively with our customers.

That depends on several factors, such as the size of your organization and the number of business locations. If your organization is small and has only one location, you may need only the Company Administrator. If your company is large and has many locations, you may want to authorize one administrator per location. You may also want to consider creating an Administrator Profile for each division or department in your organization. Whatever your situation may be, create as many Administrator Profiles as necessary to meet your specific organizational needs.

First, the Company Administrator or other authorized administrator in an organization initiates an Administrator Profile. Then, the individual named in the profile receives an email containing a link to our website for setting up the profile. After the individual provides some information (e.g., user name, password, answers to challenge questions), the profile is created and the individual becomes an "administrator" with certain privileges to use WebAssess, our online testing system.

If you have the privilege to add an administrator, login to your account and click on the Company Account tab at the top of the screen. Then click on Administrators in the navigation area on the left. Finally, click on Create New Administrator and provide the requested information.

As many locations as you want. When you assign a location to a particular individual, it means that the administrator is authorized to use our assessment products and services at that location. In some cases it makes sense to assign more than one location to an administrator. Usually, however, assigning only one location per administrator makes the best sense.

Although we offer a broad array of assessments for various jobs, we want to make other assessments available to administrators. We are planning on offering additional assessments over time. Please email us and let us know if you have any suggestions for other assessments that would help you achieve your objectives.

You have complete control over the assessments you want to use. You are never forced to use any assessment included in a recommended assessment battery designed for a particular job. You always have the option of customizing assessment batteries by adding or removing assessments in a recommended battery.

We understand how difficult it is to select employment tests that will help you make more informed hiring decisions. By recommending assessments to include in a given battery, we are trying to take some of the guesswork out of this decision making process. Our recommendations are based on validation studies we have conducted and/or on our analysis of skills, abilities, and job-related traits that are required for job success.

Different organizations often use different job titles for essentially the same job. Your organization may be using fairly unique job titles for jobs that are included in our standard list. It's also possible that your jobs are not included in our current job structure. Please contact your Company Administrator if you are having difficulties matching your jobs to our standard job classifications.

Sometimes a standard assessment battery doesn't quite meet an organization's needs. For example, you might employ people in jobs that are a hybrid of two standard jobs. You also may not be able to afford the time or money to use all assessments in a recommended battery. Therefore, in some cases it makes sense to customize an assessment battery that meets your unique needs.

It's easy to customize an assessment battery, as long as you know what you need. You simply select the assessments you want for a battery and save your choices. You can use a customized assessment battery as often as you like.

Assessment results will automatically be generated after you administer an online assessment or assessment battery. The results contain the raw score and percentile score for each assessment that was administered. To make an employment decision regarding an applicant, you will need to know if the individual met the minimum standard on each pre-employment test. If assessment standards have not been established, the scores in the report will have no practical value for making employment decisions.

Assessment standards should be determined by management and should be based on organizational issues and needs. If standards are set too high, it is difficult to fill positions in a timely manner. If standards are set too low, however, there is a greater probability of hiring individuals who do not have the competencies needed to perform the job. As a general rule, the standard for any given assessment should be established so that approximately 70% to 85% of applicants are able to meet it.

Most organizations have difficulty determining what assessment standards to use when making employment decisions. If standards are set too high, you may eliminate too many people and may not be able to fill positions in a timely manner. If standards are set too low, however, individuals who are hired may not be able to meet job expectations in important areas, such as productivity and quality of work. In most cases, it's a good idea to use the recommended assessment standards.

If the recommended assessment standards do not meet organizational needs, you have the responsibility to establish "reasonable" assessment standards for jobs in your organization. These standards should be based on pertinent business needs, such as the timeliness of hiring decisions, job expectations, and proficiency requirements. As a rule of thumb, assessment standards with the greatest utility for most organizations tend to be between the 15th and 30th percentiles, inclusive. In general, standards within this range would be considered reasonable, depending on the job in question.

Applicants should never be permitted to see the assessments outside of the administration process. Depending on policies in your organization, hiring supervisors and managers may be authorized to examine relevant assessments. All individuals having access to assessments should be told not to disclose any administration and scoring details that typically are not available to applicants. Administrators, hiring supervisors and managers, and other individuals having access to assessments are expected to maintain the confidentiality of information relating to these instruments.

From a legal standpoint, the bottom line for any selection procedure, including the use of employment tests, is that it does not result in "adverse impact." The Uniform Guidelines on Employee Selection Procedures (1978) indicates that adverse impact occurs "when a substantially different rate of selection in any employment decision works to the disadvantage of members of a race, sex, or ethnic group." The Uniform Guidelines provide an employer with the following two basic options if adverse impact does occur as a result of using a particular selection procedure: 1) Either the adverse impact must be eliminated by modifying the selection procedure, or 2) the selection procedure itself must be justified by validity evidence.

Session IDs are necessary for both administrative and security reasons. These special codes provide security for you and prevent unauthorized use of WebAssess®, our online testing system. In addition, a Session ID automatically loads the assessments you want for a particular situation.

After you start assessment sessions with applicants or employees, you won't have to keep checking on them or guess when they're done. You can find out exactly where people are in the process by clicking on Status of Sessions. This status tool also tells you when assessment sessions are over.

You should never administer assessments to employees except for selection, certification, training and development, or research purposes. Allowing individuals to take practice tests will encourage employees to place more emphasis on "passing" than on improving skills and abilities needed for a job. In addition, some employees may feel discriminated against if some individuals receive more coaching than others through the use of practice tests.

Each assessment measures certain skills, abilities, and job-related traits required for successful job performance. Expecting applicants to meet the standard on each assessment is the defining characteristic of a "non-compensatory" selection system. This means that high scores on one assessment cannot compensate for low scores on another one. For example, if both reading and math skills are required for a job, then proficiency in math does not compensate for inadequate reading skills. In addition, allowing hiring supervisors and managers to use their discretion to waive certain assessments due to poor performance would jeopardize the objectivity, fairness, and integrity of the entire selection process. Since each assessment serves a particular purpose in the selection process, it is important to maintain consistency and to expect all applicants to demonstrate skills, abilities, and job-related traits needed for effective job performance.

Allowing reassessment will depend on organizational policies. Some organizations permit reassessment within a few days; other organizations have reassessment periods of several months or longer. Reassessment policies should be established to meet the business needs of the organization without jeopardizing the security and integrity of the assessments. Reassessment is intended to give applicants a "second chance" within a reasonable period of time. Some organizations give applicants a "third chance" to allow them to make the necessary improvements in skills and abilities between assessment sessions.

Assessment results are available immediately after an online session has been completed.

Assessment results for each individual include raw scores and percentile scores. Scores for all assessments are provided in an Assessment Results Profile, which quickly tells you the strengths and development needs of an individual.

We believe that it is a good policy not to disclose specific scores to applicants and hiring supervisors and managers for a number of reasons. First, pre-employment tests are being used to determine if applicants have the basic skills, abilities, and job-related traits required to perform the job. Typically, people making hiring decisions only need to know if an applicant meets the minimum requirements for a job. Once these requirements are met, applicants should be given further consideration for employment based on their work history, responses to interview questions, and other relevant information. Providing specific scores to hiring supervisors and managers may lead to inappropriate emphasis on comparative scores, thereby eliminating certain applicants from further consideration. [Special Note: If hiring supervisors and managers receive training on how to interpret "Assessment Results Profiles," it may be advantageous to provide specific scores to these individuals. Applicants who consistently exceed assessment standards are more likely to be successful on a job than individuals who barely meet these standards.] Second, raw scores have no meaning without further interpretation. It is not feasible to provide applicants with an explanation of these scores without referring to technical concepts. Third, although some applicants may want to know their specific scores for development purposes, the assessment devices should not be used as development planning tools when the primary purpose of the assessment is to help supervisors and managers make hiring decisions. Finally, assessment standards are recommended to meet both business and legal objectives. Disclosing specific scores may interfere with these objectives and may create misunderstandings, disagreements, and disputes regarding assessment procedures.

Are you looking to enter a new career? Are you looking to upskill to make sure you are prepared for the future workplace? Have you ever wondered what careers you would be good at? If you answered "Yes" to any of these questions, this assessment is for you! Wouldn't it be great to know before you spend time and money on training, if the training will lead to a career you will love; A career where you can be successful? This assessment will identify your unique skills, abilities and personality traits and based on these, will recommend the careers that are the best fit for you.

No. These assessments are designed to help you identify your natural skills, abilities and personality traits that will help you to be successful in certain careers, regardless of your education, background or experience.

No. The WebAssess Job Fit and MyInnerGenius Career Fit assessments are designed to assess your skills, abilities and personality traits such as: detail-orientation, reading comprehension, customer service orientation and problem solving ability.

No. There is nothing to prepare for. Just relax and do your best. We'll do all the work. We will identify the jobs careers that match your skills, abilities and personality. Jobs or careers where you have the greatest chance of success.

The assessment process varies depending on which assessments you are taking. WebAssess Job Fit assessments can take anywhere from 10 - 45 minutes. MyInnerGenius Career Fit assessments usually takes less than an hour. Before you begin the assessment, your administrator or company should tell you how much time to schedule. The system will also automatically tell you how much time to schedule. In addition to the amount of time the assessment takes, we suggest you schedule an extra 15 - 20 minutes of uninterrupted time to ensure you can take a break during the assessment, relax and not feel rushed.

Any place that has a stable, reliable internet connection and is quiet and free from distractions.

Yes. You will need a stable, reliable internet connection to ensure your session is not interrupted and your responses are submitted successfully.

It is possible to take the assessments on your mobile phone; however, it could negatively affect your results. A mobile phone has a much smaller screen and does not have a keyboard. It is also more likely to experience connectivity issues on a mobile phone. For these reasons, we recommend you take the assessments on a desktop, laptop or tablet with a keyboard instead.

If you take a WebAssess assessment, your administrator or the company that sent you the link to the test, will let you know.

After you take your MyInnerGenius assessment, a results screen will automatically be displayed with any job roles that were matched to you. If a job role was matched to you and you earned a badge for that job role, it will be displayed on this screen. Bookmark this screen, you can return at any time to see the badges you earned and the learning paths that are recommended for you. This screen will automatically be updated every time a new learning path is added. So remember to check back!

If you earned 1 or more badges, your badge(s) should be issued almost immediately. Once issued, you will receive a notification email from admin@youracclaim.com with instructions for claiming the badge. If you do not receive an email within 24 hours, and you did earn at least one badge, please check your spam folder. If you still cannot find the email or have questions about receiving your badge, please contact us at service@greatbiztools.com.

If you earned a badge, after you set up your YourAcclaim account, you will have access to labor market insights and live job openings. Labor market insights are accessible by clicking on any of the skill keywords shown in the badge you earn. These skill keywords will lead to information about which employers are hiring, available job occupations, salary data, and more. Job listings can be searched directly from your badge, including the ability to apply for the opportunity. Access the labor market insights from your badge details page by clicking on Related Jobs or by clicking on the skill tags assigned to your badge.

There are many benefits to badges, just a few are:

• Badges make you more visible to future employers
• Sharing badges let your family, friends and colleagues know about your accomplishments

There are many benefits to you when you take the The WebAssess Job Fit or MyInnerGenius Career Fit assessments:

• These assessments help identify job roles and careers that are the best match to your natural skills, abilities and personality.
• Making sure your new career is a good fit for you means that you will have a greater chance of success in the career(s) identified. When you are successful, you have a greater chance of being happy and more satisfied in your new career.
• Have you ever wanted to take an online course but weren't sure which one to take or even where to start? MyInnerGenius will even give you all of the information you need to get started in your new career, including customized links to learning paths. Learning paths take the guesswork out of online training. Learning paths lay out the course(s) you need to take, where to take the courses, even the order you should take them.
• You can even earn badges for job roles or careers that are the best fit for you. There are many benefits to badges, including giving you greater visibility with future employers.
• If you earn a badge through a MyInnerGenius assessment, you can opt in to Credly's Talent Match system. You'll even be able to see a curated list of job openings in your new career!

WebAssess and MyInnerGenius are like intelligent, customized, career advisors just for you!

You have the potential to earn up to four badges after taking this assessment. The four possible badges are: Customer Engagement Specialist Assessment, Technology Specialist Assessment, Technology Analyst Assessment and Technology Administrator Assessment.