Candidate Resources, Inc. (CRI) is a human resources company dedicated to helping employers attract, then screen applicants for job fit. Once hired, CRI assists leadership in the development of existing employees as they move up the career ladder.

Additionally, CRI provides HR tools and Career Direction resources (www.CareerDirection.com) to individuals seeking to identify what careers are best.

CRI has over 50 years of expertise and experience in pre-employment applicant attraction and screening services. CRI's U.S. and international clients span the gamut of large, medium and small companies in a myriad of different industries.

Handling pre-employment aptitude and/or personality testing via the web today is simple, efficient and effective, with a profile of an applicant immediately accessible by employers.

Most of CRI's clients and consultants use the company's virtual HR Center - www.virtualhrcenter.com. Clients have applicants log on to the site, enter codes which they are provided and complete the respective assessment. Then, the client company representative, or consultant, logs into an administrative site, enters the codes to access the results, reads and prints the results.

CRI Applicant Management Systems meet, or exceed, all AAP, EEOC and OFCCP guidelines.

The products and services provided by CRI have their roots in a localized personnel testing practice formed by a group of industrial psychologists in Dallas, Texas in 1957. Dr. John L. Shirley used the prominently recognized psychological tests of the day to test people for potential leadership roles in organizations.

Early on, start up customers were Morris Zale and Ben Lipshy, who built the Zales Corporation, Mary Kay Ash of Mary Kay Cosmetics, Ebby Halliday, who originated Ebby Halliday Real Estate, Mary Crowley, who originated Home Interior Decorating and Gifts, John and Jerry Thompson, who started 7-Eleven, which later became Southland Corporation, and Charles Tandy who acquired Radio Shack when it was in bankruptcy.

As a result of a request for a simpler, more economical testing solution, Dr. Shirley contacted Dr. Raymond Cattell, who developed the Sixteen Personality Factor (16PF) - a leading psychological assessment. Dr. Cattell participated in the building of a new test, along with Dr. James L. Moore from Purdue, Dr. Shirley and two other noted psychologists. Together, they built the first test to debut in America that measures mental aptitudes critical to any job, behavioral traits that were purely job-related, and validity scales all in one instrument.

Prior to the instrument's creation, there were no purely job-related tests that contained a measurement of aptitudes, behaviors and validity scales in the same instrument.

Today the test they developed is known as the Achiever. All other similar tests are derivatives of the Achiever and various other organizations today pay royalties to Candidate Resources for use of CRI's technology and copyrights.

Milton S. Cotter, who began working for Dr. John L. Shirley in the early 1970's, began a process of transitioning The Achiever instrument into one that could be used by employers across America. Mr Cotter worked with Dr. Max L. Fogel, a leading neuropsychologist, and Dr. C. Alan Siebenthall, to document the Achiever interpretive reporting process and the appropriate materials enabling trained laymen to administer and score the tests in a more effective and economical manner. Mr. Cotter began emphasizing the use of benchmarks in conjunction with The Achiever assessment.

Benchmarking is conducted by assessing people who are successful in their jobs by job category as identified by their employers, followed by the determination of the aptitudes and behaviors they had in common and their levels. These common traits,  become the benchmarks against which applicants are then compared.

Today, the internet provides the method of delivery of 90% of all CRI systems focused on applicant attraction and online screening to companies across America. Clients today include Toyota, McGraw-Hill, Cendant Corporation, Sprint, Federal Express, Brinks Home Security, UCS, Haverty's Furniture, Gemological Institute of America, University of Phoenix, TAC Americas, Dish Network, Hard Rock Caf´┐Ż, LaRosa's Pizza, Red, Hot & Blue, Red Robin, and others.

For every name that is recognizable above, there are over 200 small and mid-size clients whose names are not as well known.

CRI's technology directly addresses the employment guidelines that require differentiation between job seekers and qualified applicants in the governmental - AAP, EEOC & OFCCP - reporting process.

Candidate Resources, Inc (CRI) offers employers the most economical, effective and objective way of choosing the right people for job openings that is available in the world today.