When you use TMP for candidate screening, you learn much more about the talented people who apply for the work than a resume could ever reflect. These factors are all measured against what the job you are hiring for requires and rewards. This includes:

How they

What they are motivated by

The skills they
truly possess

All of this is gathered BEFORE they even walk through the door for an interview.

How we measure

These factors are all measured against what the job you are hiring for requires and rewards.


Behaviors reveal how an individual will perform, including what value he or she will bring to a team, his or her ideal environment and possible limitations he or she may face.


Motivators are the lenses through which a person views the world. Motivators reveal why an individual acts a certain way — what spurs them on to perform a job.


Competencies, 23 in total, measure the soft skills that indicate the potential for superior performance.  In TMP, a candidate’s competencies are applied to a custom job benchmark.

Why it works

Our assessments are so accurate because of our research.

With a data pool of millions of individuals collected and analyzed over several decades, our research team leverages four patents, state-of-the-art technology and more than 90 years of collective business, academic and neurological experience to produce the most reliable and accurate assessments on the market.

We do the research ourselves.

We use regular data norming, Cronbach’s alpha, structured equation modeling, sampling and rigorous data analysis, test, retest, and pilot studies to maintain the highest standards of research integrity.

DOWNLOAD - Our Adverse Impact Study

A 2014 study concluded there is no evidence to suggest that any TTI assessments could cause adverse impact with regard to gender, race, disability or veteran status. All subgroups were EEOC compliant, well within the guideline of 80 percent, and well within the first standard deviation from the population mean.

DOWNLOAD - Safe to Use for Hiring White Paper

Under the disparate Impact rule, an employer may not use an employment practice that, even though neutral on its face, disproportionately excludes members of a protected category. TTI’s assessments were found not to exclude any protected category.

This empowers users of TTI assessments to identify the best individuals for the job as part of their hiring process.

EEOC compliant, Safe Harbor-approved