An Executive Briefing sponsored by Profiles International, Inc.

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Welcome to
ManagementBy Assessment
An Executive Briefing sponsored byProfiles
International, Inc.
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Who are we?
Company Name Profiles International,
Inc. Location 750 contract offices in nearly
every market in the USA Offices in 75 countries
outside the USA
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What some of our clients tell us We
reduced our turnover by a third, thanks to
Profiles John Porretto, Executive Vice
PresidentUniversity of Texas Health Science
Center Profiles instruments slashed our
turnover and increased gross profits by well
over 100k p.a. Dave LundLos Angeles
Freightliner Profiles Internet convenience
gives me the Information I want when I need
it James M.D. Maloney, PresidentUnited Freight
Service, Inc.
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Our Goal Today

• Discover how easy it is to reach your companys
  goals when you have great people.
• Select the best people for your jobs.
• Retain your best people.
• Improve the performance of the people you have.

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We all seem to make good decisions when we have
the right information.
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To solve a problem, we must first define the
problem.
The three most common problems companies have
are 1. Systems Problems, or 2. People
Problems Either of which can create 3. Financial
Problems, such as a. Higher Costs b. Poor
Revenue Stream c. Lost Opportunities d. Low
Profit margins
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Study after study says that People Problems are

• The most costly Companies today spend from 50
  to 80 of their gross revenue on employee-related
  costs.
• The most difficult to fix They are emotional.
• The hardest to isolate No line item on the
  financial statement
• Recruiting cost
• Turnover cost
• Lost Opportunity cost

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People Problems are

• The Most Recurring
• Peter Drucker says 66 of hiring decisions prove
  to be wrong in 12 months and the people who are
  mis-hired seldom quit. They Stay!
• 67 of employed people have positions in which
  they are not happy.

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People Problems are

• The Most Time-Consuming
• Peter Drucker says 60 of managements time is
  spent fixing people problems and just 40
  working to achieve corporate goals.
• Additional Research Shows that when you fix your
  people problems

• They will fix your systems problems
• They will fix your financial problems

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People are the key to the success of almost all
endeavors
Jim Collins, author of Good to Great says

• Put the right people on the bus.
• Get the wrong people off the bus.
• Put the people in the right seats on the bus.
• The bus will take you where you want to go.

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Why do we continue to put the wrong people in
our jobs?

• We believe that poorly selected people are a
  normal part of doing business.
• Our hiring practices may be too instinctive and
  not scientific enough.
• We think we can change people.

People are not easy to change.
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Why do we continue to put the wrong people in
our jobs?

• We do not see our employees as the 1 asset in
  our company.
• We spend more time buying a computer than we do
  selecting people.

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How can we begin to fix this problem?

• By getting more information aboutour candidates
• By getting more information about our existing
  employees

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How do we get this information?

• Tap all resources
• Résumé and application match
• Integrity assessments
• Theft Integrity
• Drugs Substance abuse
• Show up Reliable
• Work ethic Industrious

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How do we get this information?

• Tap all resources
• Personality/Behavior Assessments
• Abilities Assessments
• Occupational Interests Assessments

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How do we get this information?

• Tap all resources
• Job Matching System
• Structured Interviews
• References
• Background Checks
• Drug Testing

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When you use all of your resources
Interview
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Reference Checking
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Personality Testing
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Abilities Testing
54
Interests Testing
66
Job Matching
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Sources Professor Mike Smith, University of
Manchester, August 1994 John E. Hunter and Ronda
F. Hunter, Validity and Utility of Alternative
Predictorsof 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
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Our Challenge is to get this information

• Fast
• Easy
• Cost Effective
• From a Single Source

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Provide the information to hiring managers.

• Understandable and simple to use
• User friendly

So they can make the best people decisions.
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Lets take a look

• at the best information possible today.

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• Can she cope with the mental demands?
• Is she motivated by the work?
• Will she be comfortable in the job environment?

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The JobMatch Pattern
Shaded areas indicate the JobMatch pattern The
JobMatch patterns show requirements for the jobs
in your company
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Good Match
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Marginal Match
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Benefits of using Assessments

• Improving Attitudes among employees
• Motivating People
• Helping Management to become more effective
• Increasing productivity
• Developing better teamwork
• more

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Benefits of using Assessments...continued

• Reducing Costs
• Improving quality
• Increasing sales
• Human resource development
• Improved Leadership

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One decision can change your life!
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ManagementBy Assessment
An Executive Briefing sponsored by Profiles
International, Inc.