talent management services

Since 2003, Upshift Global has provided practical, easily administered, valid and predictive tools that enable employers and workforce professionals to measure, develop and document the essential/soft skills required for work readiness and workplace effectiveness for a wide range of jobs. Over 5,00,000 people have been assessed by this employer-validated technology.Work readiness - for jobs at any level - is a three-legged stool whose legs are Academic, Technical/Career and Soft Skills. Soft or interpersonal skills are increasingly important to workforce developers because employers want to know - before hiring - what kind of worker someone will be; and, post-employment, where should further development be focused.

Our tools enable organizations to:

  • Align the skill demands of employers with the competencies of future workers.
  • Measure and develop adults' and youth's interpersonal (soft) skills. Using work-simulation-based and video-delivered technology, employers and workforce developers have assessed applicants and future or incumbent workers for jobs that range from entry-level to high-performance to supervisory positions.
  • Address soft skill deficits. Continuously improve academic and technical programs' effectiveness at integrating soft skills into their content and outcomes.
  • Implement training and development and measure their effectiveness.
  • Create transcripts, profiles and credentials of individuals' effective workplace behaviors.
  • Establish skills validation and competency management systems.

Please click on links below and learn how these tools can assist your organization. and those you serve. Please contact us if you would like to test-drive and experience soft skills assessment technology.

Supervisory Skills (SMP) with Demo


Workforce Readiness Skills (WRS) with Demo


Managerial Skills (SMS)Managerial Skills (SMS) is an industry-validated and video-delivered soft skills assessment program. SMS measures the competencies required by employers of first-line leaders and managers in an office environment. The program identifies both the current competencies and the developmental needs of individuals. When skill development is suggested, strategies are identified to support the attainment of those skills. Because of its validity, SMS is used in support of hiring and promotion decisions. SMS measures the following broad skill sets:

  • Team Building
  • Situational Style of Interaction
  • Influence
  • Initiative
  • Analysis and Problem Solving

The Competencies Measured by SMS and a process to determine which competencies are of greatest importance to local employers appear here. How this process enables workforce professionals to better serve employers is outlined here.

Developing SMS Soft Skills

  • The SMS Feedback Report, which  is the basic product of our assessment process, identifies individuals’ soft skill strengths and deficits. It provides suggestions for creating individual or group Development Plans to remediate deficits.
  • Implementation Training and Development (ITD) prepares staff to create Individual Development Plans for assessed workers, integrate soft skills into courses/workshops, interact with employers and more. ITD ensures that workers/learners and their managers/instructors are in agreement as to developmental activities; managers receive practical, hands-on experience that enables them to help workers develop soft skills over time.
  • Tools are provided to support supervisors, mentors and others who work to build individuals’ soft skills post-employment and/or during internships, apprenticeships or subsidized work experience.
  • Interview Guides are provided when individuals are assessed as applicants. Guides provide behavioral interviewing resources that target areas where an individual’s response to video situations are inconsistent. 
  • The AccuVision Training Series (ATS) is a highly focused program aimed at improving the core competencies of supervisors, leaders and managers: These are the core competencies      assessed by MSL: Team Building, Situational Style of Interaction,      Influencing, Initiative and Analysis and Problem Solving.
  • is an in-depth, self-paced learning experience delivered on the Web that also incorporates on-the-job activities to reinforce learning points. It is designed for individuals moving into a leadership or management position for the first time, as well as incumbent managers or supervisors who have received little or no formal training. The presentation of real-life scenarios using a combination of text, graphics, and sound engages the participant, whose knowledge and skills are assessed by pre- and post-module assessments.

SMS Content Information SMS contains about 95 minutes of video during which the viewer responds to 32 work-related questions. DVD and VHS versions of the program are available. 

What is the Value of Video-based Assessment?

For employers

  • Increased productivity - By selecting those candidates who have the greatest likelihood of success on-the-job
  • Reduced turnover - By helping to improve hiring decisions, employers find that turnover can be reduced by 30 percent - or more. Case Study Report: Over      8000 applicants have assessed by one company; 420 were hired; there was a correlation between assessment scores and managers' ratings and reduced turnover.
  • Accuracy in identifying developmental needs - Developmental resources are more efficiently used when video assessments pinpoint the specific strengths and training needs of      individuals, groups, departments, regions or entire organizations
  • Realistic job preview - Video-based assessment can create more realistic job expectations for employees, thus bettering the chances of job satisfaction and work performance
  • Behavioral Interview Guides are provided to further support employers who interview applicants whose soft skills have been assessed.

For educators

  • Counseling students [future workers] regarding current interpersonal strengths and developmental needs
  • Transcripting graduates; providing a transcript of students' soft skills
  • Enriching work-based learning activities by providing specific information to students and employers to ensure that requisite competencies are developed at the work site
  • Benchmarking local employers to establish requisite skill levels sought from graduates: aligning supply and demand
  • Offering assessment and training to local employers seeking to hire new workers or to target the specific developmental needs of incumbent workers

For welfare, workforce, TANF and employment/training service professionals

  • Enabling individuals to target training and focus on specific needs - that is, the skills required to keep and grow within a job
  • Documenting the employability skills of clients - to give them a competitive advantage when interviewing for employment
  • Strengthening programs by providing employers with workers who require less training and who 'turn-over' less frequently

Applications Within (Public or Private Sector) Organizations Video-based assessment is equally useful in measuring the skills and abilities of job applicants and incumbents. A typical feedback report produces the following information about each assessed individual:

  • An applicant's or future worker's probability of being successful if hired or promoted
  • An incumbent's overall level of performance
  • Strengths and developmental needs with respect to important job skills
  • On-the-job and work-based learning strategies for addressing developmental deficiencies
  • Suggested questions to further probe an applicant's effectiveness

Is your organization/community ready for soft skills assessment and development? There are several activities that will enable you to determine "readiness;" they are described here.

Administering Video-based Assessment Assessment can be administered anywhere a DVD can be shown; some programs are also available over the Internet using 'flash-video.' The time required to administer a program varies from 30 to 90 minutes, depending on the specific assessment program being used. Below is the step-by-step process:

Click here to review a flow-chart describing how AccuVision works.

  • Individuals view a series of video simulations depicting a worker interacting with other employees in several job-relevant situations. Because the choices are "acted out" on video, reading ability has little influence on performance. Each individual chooses one of four options that most closely match the action he or she would take if placed in a situation similar to the video scenario. A "least effective" choice is also sometimes requested
  • Responses are entered into a personal computer.
  • Data are then transmitted to an off-site host computer for scoring.
  • The host computer processes the results and transmits a Feedback Report for each participant to the on-site PC within two minutes.
  • Each individual assessment report includes:
    • Overall Score
    • Skill Rank
    • Skill Analysis
    • Developmental Strategies
    • Interview Guide

    The assessment can be administered by virtually anyone within an organization. Proficiency with testing or computers is not required.


  • Many of LRI's programs are available in Spanish and other languages.
  • Most programs are available in English with Open Captioning.

Accuracy and Legal Concerns Video assessments can be used fairly with all groups in a diverse workforce, with no disparate impact. Each video assessment program has been statistically validated prior to its introduction to the marketplace. Personnel from a variety of organizations have been assessed and their results compared with actual on-the-job performance. This provides a statistical measure of how accurately the system assesses job performance. Each assessment program has proven to be four to five times more predictive of job performance than the typical job interview. Equal Employment Opportunity Commission (EEOC) considerations are taken into account in the validation of the video assessments. Each assessment program predicts the performance of various subgroups equally well (i.e., females, males, blacks, whites, older workers, etc.), which complies with guidelines set by the EEOC. Our assessment programs are consistent with the requirements of the Americans with Disabilities Act (ADA) and the EEOC (The Civil Rights Act of 1991). 

Orientation Demo for Entry-Level Programs

A typical orientation demo of soft skills assessment for entry-level programs appears below.

This introduction is taken from the Workforce Readiness Skills program, which measures the soft skills required of entry-level jobs.


A Typical Orientation with Demo

A typical orientation demo to soft skills assessment for higher-level programs appears below.


Customer Service Demo