Identifying Hiring Top Performers Maximizing Your Human Capital

Identifying & Hiring Top Performers Maximizing Your “Human Capital” Assessments of the USA & Canada 800 -808 -6311 www. Assessments. Biz

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 Systems Challenges (objective) n People Challenges (subjective) Assessments help you reduce or eliminate your People-Related Challenges

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

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

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

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

US Department of Labor Employment and Training Administration 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. • 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. . .

Here’s what the experts say about assessments “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 “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. 1999

Use All of Your Resources Interview Background Checks Personality Testing Abilities Testing Interests Testing Job Matching 14% 26% 38% 54% 66% 75% 0% 10% 20% 30% 40% 50% 60% 70% 80% 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.

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

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

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

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

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

The Profile. XT Good Job Match

The Profile. XT 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 n n You identify the characteristics of your top performers You maximize employee and team productivity You develop and retain more top performers

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