How the Vizeon Cognitive Assessment Works
Why does this assessment know so much about me? Our assessment is grounded in the science of axiology, the philosophical study of human values. The algorithms are based on the Hartman Value Profile (HVP) developed and refined by Dr. Robert Hartman. Our online assessment asks the candidate to rank order two lists of 18 items, ranging from what the person values (or agrees with) most to what is valued (or agreed with) the least. This rank ordering of relative value, accomplished in about 15 minutes, produces insights into 47 different personal attributes from which we develop dozens of tailored templates for any specific analysis task. There are more than 12 quadrillion combinations of ranking solutions, creating a reliable and valid assessment.
This is NOT a psychological tool or a personality test. Instead, we assess a person’s value system and how those values impact their judgment, decision making, and their approaches to work and care for self. Values are the foundation of good judgment. Judgment drives decision making. Decisions lead to outcomes and behavior. Thus, all behaviors and outcomes in life track back to what we value, and why. Vizeon gives each user an eye-opening look into the heart and comprehensive insights into that person’s value structure.
Every behavior, whether an accomplishment or a response to a failure, tracks back to our decision making and judgment… which are grounded in our values. The heart of a person predicts the capacity for positive or negative behavior, and Vizeon measures that capacity.
Why Does Vizeon Know So Much About Me?
Your values are the things you believe are important in the way you live and work. They represent an internal belief system that determines your priorities, guides your actions, and influences your behavior. The Vizeon algorithms are based on the analysis of more than 400,000 individual values, and ultimately summarized by two lists of 18 items that delineate what you value most and value least. Everyone is different and your own assessment will change based on stress, maturity, and other factors. Personality is relatively fixed, but a person’s value system is subject to change over time.
Your ranking of values is literally a window into your heart about how you view yourself, your work, and the world around you. The results are often eerily accurate and even disturb some people who feel the assessment revealed remarkably personal insights about them. Yet, the revelation is nothing more than a direct reflection of your priorities. And from that reflection we are able to deduce 47 different attributes that tell us about how you view yourself, your work, and the world around you.
Is It Reliable? Is It Valid?
Forty years of use in retail, professional staff, and student populations demonstrates 99.98% reliability that Vizeon assessment results are not a matter of chance. Our 99.9% construct validity demonstrates that Vizeon measures what it claims. A 99.95% concurrent validity demonstrates our results correlate with previously validated measures of cognitive behavior. We measure the judgment capacity of high potential leaders with 95% predictive validity. Vizeon is also EEOC compliant as “non-discriminatory in hiring.”
How Do We Use Vizeon?
- Our use of cognitive pre-behavioral assessments began with pre-hire analyses of candidates to find the most engaged and productive future employees.
- Over time we expanded our assessments to identify emerging leaders in the organization, and target individual weaknesses where employees needed development and mentoring.
- After several hundred assessments we noticed a trend wherein 2% of the assessed candidates and employees who had poor assessments also had companion interviews or job actions that were unacceptable. In that trend we discovered multiple common attributes that led us to develop algorithms tailored to detect the capacity for physical and financial harm or espionage.
- The identification of candidates who expressed suicidal thoughts led us on a four-year research effort to create an “at-risk” template. We validated our algorithms using an analysis of 64,000 college and high school students who had taken our assessment. We identified 99.95% of the 12,500 students who had been diagnosed with mental health issues or whom we knew had attempted suicide.
- We have adapted our algorithms to military needs to identify emerging technical leaders, merging the assessment with our use of artificial intelligence for data analytics.
- We have created cyber security insider threat assessments for classified military organizations, targeting personnel with the capacity for malicious intent and the indecisive employee likely to succumb to phishing.
- We have adapted our algorithms to sports psychology applications to enhance the scenario-based training of federal special response teams.
- Our algorithms can be tuned to identify the capacity to lie and to manipulate, enabling the use of our assessments to evaluate credibility and reliability in a candidate or an entire workforce.