Identifying & Hiring Top Performers Top Performers Maximizing Your “Human Capital” Assessments of the USA & Canada

Have you ever hired someone who did not reach your expectations?

Have you ever wondered why some employees never reach their full potential?

Companies Have Two Kinds of Challenges n Assessments help you reduce or eliminate your People-Related Challenges People Challenges (subjective) Systems Challenges (objective)

JOB MATCH Supervisor, Sales Pro, Manager,Accounting, Customer Service, Call Center TechnicianETC BUSINESS ATTITUDES toward Integrity Work Ethics Reliability Drug & Substance Abuse Pass a Background Check HIRE THEM !

There are 3 Places to “Fix” People Challenges  Selection Process (prevention)  Coaching & Training (changing behavior)  Replacing the Employee

Retention & Development Selecting the Right People Performance Feedback Increased Productivit y What Every Organization Needs To Know Customer Delight Effective Sales Team Team Compatibilit y Your Company

Assessments are the only way to really know and understand your people

US Department of Labor Employment and TrainingAdministration 1999 Publication

Here’s what the US Department of Labor says Employment tests can be used to gather accurate information about job-relevant characteristics. This information helps assess the fit or match between people and jobs. Employment tests can be used to gather accurate information about job-relevant characteristics. This information helps assess the fit or match between people and jobs. Tests can be used to predict employee and applicant job performance. Tests can be used to predict employee and applicant job performance. Appropriate use of professionally developed assessment tools, on average, enables organizations to make more effective employment-related decisions... Appropriate use of professionally developed assessment tools, on average, enables organizations to make more effective employment-related decisions...

Here’s what the experts say about assessments “In these days of talent wars, the best way to keep your stars is to know them better than they know themselves --- and then use that information to customize the careers of their dreams.” “Job Sculpting: The Art of Retaining Your best People” Harvard Business Review -- September. - Oct “Chances are good that up to 66% of your company’s hiring decisions will prove to be mistakes in the first twelve months.” Peter Drucker, Management Consultant When an employee leaves you, “...you're going to lose 2 1/2 times the person's annual salary, whether they're entry-level or senior management,” Dr. Pierre Mornell, as quoted in Nations Business

Use All of Your Resources 75% 66% 54% 38% 26% 14% 0%10%20%30%40%50%60%70%80% Job Matching Interests Testing Abilities Testing Personality Testing Background Checks Interview Sources:Professor Mike Smith, University of Manchester, August 1994 John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90; Robert P Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytical Review, Personnel Psychology,Winter 1991, p.703. Michigan State University’s School of Business.

Profile “Job Match” Step One “Business “BusinessAttitudes” PPI-Mentoring & Motivation Customer Service Team Synergy Analysis Sales Pro Call Center Sales 360° Multi-Rater Eval 360 SkillBuilder

Test for Job Fit Confirm Job Match

“It’s not experience that counts - or college degrees or other accepted factors; success hinges on a fit with the job.”

Look Beneath the Surface

Skill Fit Education, Training, Training,Experience, Skills, Etc. Company Fit Attitudes, Values, Demeanor,Appearance,Integrity Past Via Resume`, Application, References Present Via Interview Future Assessments for Job Match Job Match Personality, Abilities, Interest Selection Process Add the Step One Survey ® Background Checks

What The Profile Measures  Can the person do the job?  Will the person do the job?  How will the person do the job?

Shaded areas indicate the Job Match pattern. Job Match patterns show requirements for the jobs in your company Use these patterns for:  Placement  Retention  Training  Promoting  Managing  Planning The Job Match Core Competencies

The ProfileXT Good Job Match

The ProfileXT Poor Job Match

Interview Questions n Describe some high stress situations you have experienced in which important calculations were necessary? n When making budgetary decisions, can you rapidly see where resources can be reallocated or redistributed? n If required to organize financial data, what would motivate you best to get the job done? n If working long hours analyzing data or solving technical problems, what ways do you maintain your motivation to persevere?

The Profile XT Assessment Stands Alone! Creates Customized Job Match Patterns Over 950 Dept. of Labor Available Placement Report Creates Interview Questions Multi-Job Match helps With Promotions Coaching Report Help Supervisor Individual Report Helps Them Profile XT is Perfect for Succession Planning Profile XT is Accurate, Reliable, & Validated Profile XT is Extremely Cost Effective

Benefits You Gain From Using Assessments n You identify the characteristics of your top performers n You maximize employee and team productivity n You develop and retain more top performers

Identifying & Hiring Top Performers Top Performers Maximizing Your “Human Capital” Call us now to get started Assessments of the USA & Canada