Rembrandt Portrait is a sophisticated assessment tool designed to unveil a series of personality characteristics common to all of us. Rembrandt Portrait will help you to understand the critical and differentiating abilities that lead to superior performance in either a potential job candidate or an existing employee.

What Does Rembrandt Portrait Measure?

Rembrandt Portrait accurately measures 14 inherent qualities that make up the human personality. After a job candidate or current employee interacts with the Rembrandt Portait, our trained evaluators and customized reports can provide insights into over 50 competencies as they relate to the individual's job performance.

There are 14 critical dimensions of personality critical to job screening - Rembrandt Portrait measures them all. And with high accuracy.

Our clients use Rembrandt Portrait to hire and develop top talent for one reason - it works!

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Hiring & Selection

The Rembrandt Portrait is so powerful it unveils the critical and differentiating abilities of potential job candidates to help you make effective personnel decisions. We help you select the right person for the right position to create a world-class workforce.

Rembrandt Portrait Personality Assessment

Rembrandt Portrait provides such an accurate portrait of the candidate and their capabilities that you no longer need to guess if someone has the competency to performance with excellence. You will pierce through surface impressions of each candidate and with the precision and certainty of our assessment technology, identify the very best person for the job. No more surprises! No more hiring blind.

Targeting Your Interview

While standard interview protocols provide some value by providing consistency in the selection process, the only way to uncover a candidate's true capabilities is to customize your approach and target potentially limiting factors. Rembrandt Portrait guides you through the interview process and provides targeted, valid, probing questions to pin down the person’s strengths and limitations.

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Employee Performance & Development

RembrandtAdvantage will prove invaluable to you, with our ability to provide you with the insightful information needed to develop your employees, increase their productivity and ultimately increase the performance of your organization.

Rembrandt Portrait

Rembrandt Portrait should be used as an integral part of your employee development process, providing the important information you need to make effective personnel decisions.

CareerNavigator

The Rembrandt CareerNavigator is a multi-rater performance evaluation tool that identifies employee competency, performance trends and learning and development opportunities. It can simplify, shorten, and improve your employee appraisal and career planning process. It also offers key solutions to busy line management by being self-empowering, easily administered, cost-effective, and time efficient.

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Organizational Development

We will uncover your company’s morale issues (positive and negative) and your client’s overall satisfaction thereby increasing the company’s productivity and contributing to the attainment of the company’s goals and objectives.

Morale Survey

Let your employees know their opinions matter and gain insight into the strengths and weaknesses of your work culture, compensation practices and management effectiveness.

Client Survey

The Client Survey is a tool designed to help you understand how your customers feel about your company, what they value and what they would like to know more about.

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Publications

Books

How to Develop and Nurture Self-Directed Business Teams, by Michael Santo, Ph.D

Selected Articles

Open minded hiring - Staffing Today

Hiring the chameleon - Agency Sales

Predicting sales success - Out Front

Pirating from the competition, a roadmap to disaster - Council of Public Relations White Paper

Business Travelers Gone Wild: Does Business Travel Lead to Divorce and Alcoholism? - Forbes

Partnership Opportunities

As a RembrandtAdvantage partner, you will be able to become a true Human Resources solutions firm to your customers. We offer our partners the opportunity to secure the right to represent, sell and distribute our selection system into their customer base. Here is what is included in RembrandtAdvantage partnership:

Unlimited use of and distribution rights to Rembrandt Portrait personality profile. While other firms say they have proprietary personality testing, as a RembrandtAdvantage partner you can compete with a profile validated over 30 years.

Structured Interview Processes for four core positions built on valid and reliable questions proven to uncover the skill or attribute to be identified.

Psychometric hiring models - models proven to identify top performers - for almost any position and the ability to access RembrandtAdvantage to custom create hiring models for your customer’s specific positions.

Protected territory - no other firm will have the right to sell RembrandtAdvantage services into the territory licensed to you.

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But they looked so good in the interview . . .

Michael Santo, Ph.D.

Are you aware of the many interview misconceptions that can sabotage even the most experienced manager or HR professional? A mistake during the employee selection process can turn into a financial nightmare. Empowerment Concept’s extensive experience in human resources consulting has proven that the most common error made by managers and HR professionals is hiring based on a candidate’s past industry experience. Our research, despite the common misconception, shows that experience is not the best indicator of future success. Sales professionals with years of industry experience often don't live up to expectations. Of all the myths of the selection process, this hiring practice is the most difficult for us to change in our customers.

Regardless of a firm’s size or industry, managers continually rely upon the candidate’s experience to make hiring decisions. It is obviously easier to hire someone with past industry experience and relevant knowledge of products, services, and competition. The premise being that someone with substantial work experience will require less training and direction than a person lacking previous experience.

If this criteria is truly a predictor of future success, why do we consistently hear, "But they looked so good in the interview! What happened?" The price of basing hiring decisions on experience can be enormous, both in terms of lost opportunities and money wasted on recruiting and training a new employee. When consulting our clients, we encourage them to critically evaluate an "experienced" candidate who is currently working for a competitor. What is it your firm offers that is not offered by his current employer? Why is this candidate willing to sacrifice the perks that come with seniority and experience in exchange for beginning his career all over again?

A decade of research has shown Empowerment Concepts that more often than not, the experienced candidate is a marginal performer in his current position. He is often seeking a new home where his mediocrity won’t be noticed for years. This candidate may have seven years experience working for one of your competitors, but could these seven years of experience really be one bad year repeated seven times? Unfortunately for corporate America, this tends to be the rule rather than the exception. A large majority of hires based on experience result in nothing more than re-circulating mediocrity.

Put yourself in the shoes of a college football coach and pretend you are recruiting a new Linebacker. There are two candidates seeking the position. One has extensive high school playing experience. The other has none. The experienced candidate weighs 150 pounds and stands 5’9’’ yet possesses impeccable credentials for the sport. He knows the sport well and understands how particular strategies are used to help win the game. The second, nonexperienced candidate weighs 275 pounds of pure muscle and stands 6’4’’. He has the strength of an Olympic weight lifter and can run the 40yard dash in just four seconds. He knows football, but he hasn’t played the game since he was in grade school.

Being the coach, which player would you recruit? The lightweight with years of experience or the mass of muscle with lighting fast reflexes? Do you really believe that the lightweight’s experience can give him the edge over the physically superior candidate? No coach with sound mind would be confused about which candidate to recruit.

The problem with changing this ill-conceived approach to hiring based on experience is that it is exceedingly difficult to make this same physical comparison for non-sports positions. The contrast between applicants in today’s business interview arena is equal to this hypothetical scenario. However, rather than this contrast being visible as physical characteristics it is imbedded deep in the candidate’s inner workings: their minds and personalities.

The ability to sell, manage, or provide superior customer service is not conveyed in physical form as in the 6’4’’, 275 pound linebacker, nor is the lack of sales capability visible. And yet, a sales person, manager, or customer service representative who possesses experience but lacks the fundamental personal attributes required for top performance is just as ill suited to those jobs as our 5’8’’, 150 pound weakling is suited to the position of linebacker.

There are, of course, some people who possess the attributes needed for success in sales, management, and service who also have experience in these positions. This person is a perfect fit, representing the best of all worlds. Occasionally you will encounter a person who has legitimate reasons for leaving their employer to work for you. In reality, however, this ideal person rarely exists.

A manager should be willing to sacrifice experience in exchange for ability. The personal attributes known to support top performance over the long haul are the qualities managers should be searching for during their hiring process. If a person possesses the ability for a job, teaching him your product and service can be easily achieved. However, the opposite is not true: If the person lacks the fundamental attributes or competencies required for a position, all the coaching in the world will not help him perform at a top level. It is the ability of the person that hiring managers must focus on if they are to select, develop, and retain a superior workforce.