Visual Neuroscience Assessment ™

The past

DiSC, BIG-5, Myers-Briggs, and similar tests are now 40 to 80 years old and were never based on science. The BIG-5 scores for neuroticism--which may create legal questions--and even Myers-Briggs does not recommend the MBTI for recruiting. Kolbe, Predictive Index, Culture Index, etc. are ten to twenty years old, however, they are text/word-based so can only appeal to 10% of the decision-making brain and have a 30% average completion rate. They also have 50 to 75% Cronbach's Alpha validity. RemotelyMe's Visual Neuroscience Assessment™ has a 97% completion rate, appeals to 100% of the decision-making brain, and boasts an industry-leading 93% validity rate.

The future

RemotelyMe's patent pending system is the only one based on neurotransmitter and brain chemical balances, and is therefore the most accurate. It's backed by a decade of research completed by several PhD neuroscientists, including Dr. German Fresco, the author of TRAIN YOUR BRAIN FOR SUCCESS. Cronbach's Alpha validity and efficacy has been documented and field proven across thousands of individuals and almost a decade of use in professional environments for leading firms such as Cisco, HP, Oracle, SAP, and Visa. The neuroscientific studies and validation are documented in the award-winning books THE 7 SECRETS OF NEURON LEADERSHIP and START WITH WHO by a New York Times bestselling author who also has a Harvard University neuroscience certification and two leadership coaching certifications.

The difference

RemotelyMe's EEOC-compliant and patent-pending system is the only one that can determine Trust Factors, which neuroscientists have related to brain oxytocin, to ensure you place the right people in the right seats the right way. We also uniquely use AI and neuroscience to determine prospect profiles and create personalized Trust Communications Playbooks to help you close candidates before you lose them to competitors. Our ChatGem.ai uses the power of ChatGPT AI and our LinkedIn AI app to generate ChatGPT prompts to create profile-personalized messages with LinkedIn info, keywords, and optimal tone to improve resonance and response rates. Want more detailed information? Enter your email below.

The results

A leading Real Estate firm in Northern California had a big problem. Over 85% of their agents were failing or quitting within 18 months...at a high cost for recruiting, onboarding, training, and lost revenue. We helped them solve this issue by profiling their top performers and discovering that 90% fell into three scientific categories. Now they can assess candidates to dramatically improve retention. They can also pre-assess candidates and improve resonance and response rates with profile-personalize messages created by RemotelyMe's ChatGem.ai and LinkedIn AI app, thereby ensuring the right people are in the right seats in the right way.

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"RemotelyMe does for visual talent assessments what Zoom did for visual communications."

-VP HR, Leading Tech Firm

OBSOLETE

Most tests were invented decades ago and use text, which only appeals to 10% of your decision-making brain.

ANNOYING

Almost all are annoying, take 45-minutes, use either/or questions, and only have a 30% completion rate.

INVALID

Virtually none use neuroscience or AI, are mostly anecdotal, and have only 50 to 75% validity.

EXPENSIVE

Nearly all tests are costly, complex, and may be legally risky given outdated DE&I questions and approach.

CAN'T ASSESS FOR TRUST

CUTTING-EDGE

Only RemotelyMe uses visual neuroscience that accesses 100% of your decision-making brain.

FAST

Our brains process images 60K times faster, so the CQ Assessment takes 9 minutes with a 97% completion rate.

VALID

RemotelyMe's visual neuroscience ensures an industry-leading 93% Cronbach's Alpha validity.

AFFORDABLE

RemotelyMe removes DE&I bias, is EEOC compliant, legally safe, and far less cost than most others.

ASSESSES FOR TRUST

What's our secret sauce, and how can it make a difference?

NO COST TRIAL

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RemotelyMe uses a groundbreaking process to screen, analyze, and fully assess Candidates to ensure you're placing the right people in the right seats in the right way. Using our LinkedIn App, we extract Candidate data from LinkedIn (or a resume) and use AI and neuroscience to pre-assess and match experience and soft skills against requirements. This saves hours of time and allows you to prioritize Candidates. We then use ChatGPT to analyze job requirements and roles against Candidate experience, and also determine optimal soft skills for the position. We've also completed an O*NET role requirements and soft skills analysis for dozens of occupations. Optionally, you can assess top performers in your firm and add an analysis match against their attributes and soft skills.

Most importantly, using our patent pending CQ Assessment, we can uniquely determine TRUST FACTORS, soft skills balance, a neuroscience-based profile match to the job requirements, and a learning style analysis. The latter is used in our Trust Communications Playbooks to help you engage with and entice Candidates, and allow your teams to better engage with each other. Activity and Stress scores are based on Candidate answers on the CQ Assessment. Activity and stress factors can influence brain oxytocin, which can impact trust factors. Also, the position may require the ability to deal with reasonable stress. If the score is too low, this may not be optimal.

We recommended assessing your current team, starting with the executives or leaders within a department, such as Sales. By matching soft skills and attributes against optimal position performance data, you can extend your people analysis to ensure the right people are in the right seats. When trust or soft/hard skills scores are a bit low, or where individuals want to work toward future promotions, they can use our personalized Career Advancement Platform to learn and grow. Certifying as a High Trust Business can help your firm attain 400% more performance, 88% more customer loyalty, and 79% more productivity while lower costs and efforts.

Soft skills and trust

Why are they now critical to talent success? LinkedIn and other studies show that a lack of soft skills can lead to 10X more bad hires than a lack of hard skills. No other assessment uses visual neuroscience to determine soft skills and trust.

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Adaptability

Also known as Flexibility or Resiliency, this measures how well someone can adapt to fast-paced or stressful environments. It directly relates to the balance between norepinephrine and serotonin. Above is an actual assessment for top-performers on a 10-person team.

Communications

Individuals with highly analytical brains and high norepinephrine levels, for example, may use more complex language. This can skew their score if not considered. Above is an actual assessment for top-performers on a 10-person team.

Creativity

We may want everyone to be creative, but don't you want someone more practical versus creative for say, operations or finance? Creative types have lower serotonin, which may also make them more reactive. Above is an actual assessment for top-performers on a 10-person team.

Critical Thinking

Also known as Problem Solving, this relates to our analytical brain and norepinephrine levels, so this should be considered for less logical types with higher serotonin levels. Above is an actual assessment for top-performers on a 10-person team.

Reactivity

This relates to Emotional Intelligence, but neuroscience says creative types, for example, are more reactive--so we should adjust for this. High oxytocin is needed for high trust and emotional intelligence. Above is an actual assessment for top-performers on a 10-person team.

Temperament

This affects our Self-Motivation, Perseverance, and Emotional Intelligence and should be adjusted per profile type. High serotonin types will have higher temperament, but this may not be optimal for some positions. Above is an actual assessment for top-performers on a 10-person team.

Interactivity

High interactivity is optimal for some positions. Above is an assessment for a 10-person team. Note how #14 is low? This person is also low for Communications. Assessments validated that 90% of successful people for this role are extroverted and not analytical. This person is introverted and analytical, so perhaps not the best fit.

Trust

Trust is critical for any firm, but even more important for remote or hybrid workers. Clinical studies show that individuals with low oxytocin levels have difficulty trusting or working in high trust environments, so measuring brain oxytocin directly relates to trust. Above is an actual assessment for a 10-person team.

Validated neuroscience

Studies validate that trust is directly related to brain oxytocin. If it's high we trust. If not, we don't. RemotelyMe's patent pending system uniquely uses Visual Neuroscience to determine trust and critical soft skills.

Mike Paton and Mark O'Donnell, former and current Visionaries (CEOs) of EOS Worldwide, wrote the Foreword to the book Start With Who™, authored by W. Craig Reed, a New York Times bestselling author with a Harvard University Neuroscience Certification. Ken Blanchard, co-author of The New One Minute Manager®, says the book is "fascinating and...thought provoking." Reed's book validates the AI and neuroscience used by RemotelyMe--a veteran-owned business running on EOS (Entrepreneurial Operating System). RemotelyMe's groundbreaking approach transcends text-based assessments that are 20% less accurate and 3X+ more expensive. If you run on EOS, so does RemotelyMe and we're an approved licensed EOS Worldwide partner with EOS Implementers® on our Advisory Board. Learn why EOS Implementers®, Visionaries™, and Integrators™ put their trust in RemotelyMe.

Visit wcraigreed.com for more information on his latest books.