Transcript
The Assessment Company
Profiles Profiles InternationalInternational
PI Title Slide
Kestly Development is an authorized “Strategic Business Partner” with Profiles International
Over Over
700 Local Offices700 Local Offices(Kestly Development is a local office)(Kestly Development is a local office)
40,000 Clients40,000 Clients
100 Countries100 Countries
700 Offices
Companies Face Two Types of Problems…
People Problems
Kestly Development with Profiles International focuses only on “people problems.”
System Problems
PI Title Slide2 types of problems
Motivate Employees Identify Reliable People
Minimize Workplace Theft
Succession Planning
Hire The Right PeopleIncrease Sales
Reduce Turnover
Make Managers More Effective
8 types of problems
.
‘‘Superior Superior Producers’Producers’
Top 16%Top 16%
‘‘NonNonProducers’Producers’
Bottom Bottom 16%16%
‘‘Average Average Producers’Producers’
68%68%
Typical distribution of employees in most organizations
.
‘‘Superior Superior Producers’Producers’
Top 16%Top 16%
‘‘NonNonProducers’Producers’
Bottom Bottom 16%16%
‘‘Average Average Producers’Producers’
68%68%
Your goal should be to hire only “Superior Producers” or move
current employees up one category!
Why does this happen?Why does this happen?
You hire or promote You hire or promote someone that someone that disappoints you?disappoints you?
Resumes as fish storiesA majoritymajority of applicants stretch the truth on resumes!
• More than half, 55%, lied about length of past employment. • Past salaries, 52%• criminal records, 45%• former job titles, 44%• former employers, 34%• driving records, 33%• degrees, 28%• credit, 24%• schools attended, 22%.• Some 15% percent falsify their social security numbers!
(SHRM Study)
“Frightening Statistic”
“63% of all hiring decisions are made during the first 4.3
minutes of an interview.”SHRM Study, reported in USA Today
How good can your information be?How good can your information be?
How we can help you make…
• Better hiring decisions• Better promotion decisions• Reduce turnover• Put the right people in the right jobs• Increase sales and productivity• More effective training programs• Increase the quantity of candidates• Reduce people problems• Increased organization profit
WhatWhatProfile XT Profile XT MeasuresMeasures
Can the person do the job? (“Learning” Index)
How will the person do the job? (Behavorial Traits)
Will the person want to do the job? (Occupational Interests)
The The JobMatchJobMatch™™
PatternPattern
Shaded areas indicate the JobMatch pattern
The JobMatch patterns show requirements for the jobs in your organization
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Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgment
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Thinking Style
Behavioral Traits
Occupational Interests
Job Profile SummaryJob Pattern: Sales Representative
Overall Job Match
The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.
Top three interests for this position
Lowest three interests for this position
Financial/Administrative
Technical
Mechanical
Enterprising
People Service
Creative
I nterests Ranking
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A Profile XT A Profile XT Good MatchGood Match
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Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgment
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Thinking Style
Behavioral Traits
Occupational Interests
Job Profile SummaryJob Pattern: Sales Representative
Overall Job Match
Distortion – 8
94%
Job MatchPercentage
95%
8
6
10
4
Job MatchPercentage
95%
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Job MatchPercentage
91%
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The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.
Top three interests for this position
Lowest three interests for this position
Financial/Administrative
Technical
Mechanical
Enterprising
People Service
Creative
Interests Ranking
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4
5
22
Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgment
10987654321
10987654321
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Thinking Style
Behavioral Traits
Occupational Interests
Job Profile SummaryJob Pattern: Sales Representative
Overall Job Match
Distortion – 9
64%
Job MatchPercentage
86%
2
2
4
10
8
1
Job MatchPercentage
56%
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Job MatchPercentage
35%
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The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.
Top three interests for this position
Lowest three interests for this position
Financial/Administrative
Technical
Mechanical
Enterprising
People Service
Creative
I nterests Ranking
A Profile XT A Profile XT Poor MatchPoor Match
What would this person like to do…want to do?
Use All of Your ResourcesUse All of Your Resources
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.
14%
26%
38%
54%
66%
75%
Interview
Reference Checking
Personality Testing
Abilities Testing
Interests Testing
Job Matching
Profile XT Benefits
• Put the right salespeople in the right sales jobs• Better hiring decisions• Better promotion decisions• Better management decisions• Reduce turnover• Increase sales and productivity• More effective training• Reduce people problems
Salesperson Job Analysis Study
• Job Description Analysis A comprehensive analysis describing the functional requirements and performance measurements of the job.
• Job Match Pattern Your pattern created from the shared characteristics of your top performers.
• Recommendations to Improve Productivity Coaching reports complete with recommendations for performance improvement on all participants.
• Participant Feedback Reports All study participants receive personalized feedback for professional development.
• Understanding & Implementing Training Training designed to maximize the Profile XT data which allows managers to be more effective with the people they manage, supervise and train
• Summary of Benefits & ROI PotentialExecutive review of “Study”
• 2-Hour Sales Training for all salespeople“ “Socratic Selling” training session and more based on your needs
KestlyDevelopment.com (734) 483-6453
Small Cost Involved
Here’s what the U.S. Department of Laborsays about assessments
• Employment tests can be used to gather accurate information about job-related characteristics. This information helps assess the fit between people and jobs.
• Tests can be used to predict employee and applicant job performance.
• Appropriate use of professionally developed assessment tools enables organizations to make more effective employment-related decisions.
DOL Says…
• Streamline Your Hiring Process with an Online Applicant Tracking System that Saves Time & Money
• Fast, Simple, & Effective Hiring!• iApplicants™ provides you with an Application
Management System designed for companies with 20 to 2000+ employees. Simple, yet it has a combination of options for smaller, or mid-sized organizations with multiple locations.
Your Custom Careers Website
More Applicants! And more Qualified Candidates!
Powerful Tracking!– Source Tracking – Status Tracking – Compliance Tracking
EEOC, Affirmative Action, and other Federal and State reporting requirements
Cost = $100/month depending on the size of the organization
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