Identifying, Identifying, Hiring & Hiring &

Retaining YourRetaining Your Top PerformersTop Performers

Maximizing Maximizing YourYour

““Human Human Capital”Capital”

Assessments USA800-808-6311 805-934-

5956

www.Assessments.Biz

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

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

Companies Face Two Companies Face Two Kinds of ChallengesKinds of Challenges

• Assessments helps you reduce or eliminate Assessments helps you reduce or eliminate your People-Related Challengesyour People-Related Challenges

People People ChallengesChallenges(subjective(subjective

))

Systems Systems ChallengeChallenge

ss(objective)(objective)

JOB MATCHJOB MATCHSupervisor,Supervisor,Sales Pro,Sales Pro,Manager,Manager,

Accounting,Accounting,Customer Customer Service, Service,

Call CenterCall CenterTechnicianTechnician

ETCETC

BUSINESS BUSINESS ATTITUDESATTITUDES

towardtoward1. Integrity1. Integrity

2. Work Ethics2. Work Ethics3. Reliability3. Reliability

4. Drug & 4. Drug & Substance Abuse Substance Abuse

5. Pass 5. Pass Background CheckBackground Check HIREHIRE

THEMTHEM!!

There are 3 Places toThere are 3 Places to“Fix” People “Fix” People ChallengesChallengesSelection Process Selection Process

(prevention)(prevention)

Coaching & Training Coaching & Training (changing behavior)(changing behavior)

Replacing the EmployeeReplacing the Employee

(most expensive)(most expensive)

Retention &Development

Selecting theRight People

PerformanceFeedback

IncreasedProductivi

ty

What Every Organization What Every Organization NeedsNeeds To To KnowKnow

Customer Delight

Effective Sales Team

TeamCompatibil

ity

Your Your CompanyCompany

Problems withProblems withAntiquated Hiring Antiquated Hiring PracticesPractices63% Hired in 4.3 63% Hired in 4.3

MinutesMinutes““Instinctive” HiringInstinctive” Hiring Faulty InformationFaulty Information

• ““Exaggerated” Exaggerated” resumes resumes

• Trained intervieweesTrained interviewees• Past employers Past employers • ReferencesReferences

Lack of any Pre- or Post- Lack of any Pre- or Post- Selection) Strategic HR Selection) Strategic HR SystemSystem

Poor Job MatchingPoor Job Matching• 41% Lack Formal 41% Lack Formal

Training in jobTraining in job• 67% Have A 67% Have A

Personality MismatchPersonality Mismatch

What are you doing now?What are you doing now?

• What is your What is your screening & selectionscreening & selection process now?process now?

• What do you do toWhat do you do to retain, coach & retain, coach & developdevelop your good people?your good people?

• What do you do to assure that you select What do you do to assure that you select the best candidate when you need to the best candidate when you need to promote someonepromote someone to a new position? to a new position?

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

US DepartmentUS Department

of Laborof Labor

Employment andEmployment and

TrainingTraining

AdministrationAdministration

1999 Publication1999 Publication

Here’s what the US Department of Labor Here’s what the US Department of Labor sayssays

•Employment tests can be used to gather accurate Employment tests can be used to gather accurate information about job-relevant characteristics. information about job-relevant characteristics. This information helps assess the fit or match This information helps assess the fit or match between people and jobs.between people and jobs.

•Tests can be used to Tests can be used to predictpredict employee and employee and applicant job performance.applicant job performance.

•Appropriate use of professionally developed Appropriate use of professionally developed assessment tools, on average, enables assessment tools, on average, enables organizations to make more effective organizations to make more effective employment-related decisions...employment-related decisions...

Here’s what the experts say about Here’s what the experts say about assessmentsassessments

“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

“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 ResourcesUse All of Your ResourcesEach Step You Add increases Probability of Each Step You Add increases Probability of

SuccessSuccess

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 1994John 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 Profile ““Job Match”Job Match”

Step OneStep One “ “Attitudes”Attitudes”

PPIPPIMentoringMentoring

CustomerCustomerServiceService

TeamTeamAnalysisAnalysis

Sales ProSales ProCall Center SalesCall Center Sales

360° Peer Eval & 360° Peer Eval & SkillBuilder SkillBuilder

ModulesModules

Test for Job Fit Test for Job Fit Confirm Job MatchConfirm Job Match

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

Skill FitSkill FitEducation,Education, Training,Training,

Experience,Experience,Skills, Etc.Skills, Etc.

Company FitCompany FitAttitudes, Values, Attitudes, Values,

Demeanor,Demeanor,Appearance, Appearance,

IntegrityIntegrity

PastPast

Via Via Resume`, Resume`, Application, Application, ReferencesReferences

Present

Future

Selection ProcessSelection Process

Step One Step One Survey--Survey--Integrity, Integrity, Work Ethics, Work Ethics, Reliability, Reliability, Substance & Substance & Drug AbuseDrug Abuse

Background Background ChecksChecks

Look Beneath the Look Beneath the Surface Surface

Skill FitSkill FitEducation,Education, Training,Training,

Experience,Experience,Skills, Etc.Skills, Etc.

Company FitCompany FitAttitudes, Values, Attitudes, Values,

Demeanor,Demeanor,Appearance, Appearance,

IntegrityIntegrity

PastPast

Via Via Resume`, Resume`, Application, Application, ReferencesReferences

Present

Via Interview

Future

Assessments for Job Match

Job MatchPersonality,

Abilities,

Interest

Selection ProcessSelection Process

Add the Add the Step One Step One SurveySurvey®®

For Business For Business

AttitudesAttitudes

Due Due

Diligence:Diligence:

Background Background

ChecksChecks

??

? ??

Profile Profile MeasuresMeasures20 Core 20 Core CompetenciesCompetencies

CanCan the the person do person do the job?the job?

Do they want to do the job?

How will the person do the job?

Shaded areas indicate Shaded areas indicate the Job Match pattern. the Job Match pattern.

Job Match patterns show Job Match patterns show requirements for the requirements for the jobs in your companyjobs in your company

Use these patterns for:Use these patterns for:

PlacementPlacement RetentionRetention TrainingTraining PromotingPromoting Coaching & ManagingCoaching & Managing Succession PlanningSuccession Planning

The Job Match The Job Match PatternPattern

The The ProfileProfile

GoodGoodJob Job MatchMatch

Shaded Blue Boxes are your position’s job

pattern

Red Number is where they scored compared to

others in population

The The ProfileProfile

PoorPoorJob Job MatchMatchEach section produces a job

match percentage

All sections together produce the Overall Job

Match Score

Highest score is 95%

Interview QuestionsInterview Questions• Describe some high stress situations you Describe some high stress situations you

have experienced in which important have experienced in which important calculations were necessary?calculations were necessary?

• When making budgetary decisions, can When making budgetary decisions, can you rapidly see where resources can be you rapidly see where resources can be reallocated or redistributed?reallocated or redistributed?

• If required to organize financial data, If required to organize financial data, what would motivate you best to get the what would motivate you best to get the job done?job done?

• If working long hours analyzing data or If working long hours analyzing data or solving technical problems, what ways solving technical problems, what ways do you maintain your motivation to do you maintain your motivation to persevere?persevere?

The Profile AssessmentStands Alone!

•Creates Customized Job Match Patterns •Placement Report Creates Interview

Questions•Profile Multi-Person Job Match is perfect for

promotions and succession planning•Coaching and Individual Reports help with

employee development & retention •Profile is Accurate, Reliable, & Validated•Profile is Extremely Cost Effective

Benefits You Gain Benefits You Gain From Using Profile From Using Profile AssessmentAssessment

• You You identifyidentify the characteristics the characteristics (the DNA) of your top performers (the DNA) of your top performers and use the Profile to and use the Profile to cloneclone them them

• You You maximizemaximize employee and team employee and team productivity productivity

• You You develop and retaindevelop and retain more top more top performersperformers