Before You Hire

Mis-hires cost every organization a ton of money (5-15 times each mis-hire’s base salary). Reducing the number of mis-hires an organization experiences by improving Quality of Hire metrics presents the best opportunity for human resources to add tremendous value to an organization.

Given that a mid-management mis-hire ($100K base salary) costs an organization around 15 times that person’s base salary, if human resources can help the organization avoid even one mid-level management mis-hire, it could potentially save the company $1.5M!

According to the Harvard Business Review, a superior performer typically produces 34% more output than an average performer. Can you afford to leave 34% on the table? Every day business executives make hiring decisions with less information than they have when they buy car insurance.

If you could improve your odds of success, why wouldn’t you?

Here are some staggering statistics to keep in mind:

  • Interviews alone only have a 14% success rate of identifying a superior performer.
  • A survey of employed people revealed that 56% admitted lying to their supervisors, 41% admitted falsifying records, 35% admitted stealing from employers and 31% admitted abusing drugs or alcohol. This is your applicant pool!
  • Can you afford not to background check and drug screen your potential employees? What would happen if your lead customer found out that you do little to nothing to protect them from the risks of shady backgrounds and drug use?
  • Employee turnover costs, on average, a minimum of three times the incumbent’s annual salary!
  • Most studies show that flipping a coin has as much accuracy as an interview at identifying who is going to be successful and who is going to fail.

How Do I Hire People Who Will Fit?

The Profile XT™
Uses innovative JobFit™ technology that measures the essential data you need to make better hiring decisions. The Profile XT™ employs advanced online technology that predicts job suitability and accurately matches people with the work they do.

How Do I Hire People Who Won’t Steal and Will Show Up for Work?

Step One Survey II™
Lower your risk when hiring people to positions of trust and responsibility. This survey helps to identify reliable job candidates with integrity and a good work ethic who are drug free. The Step One Survey II™ is how companies protect themselves from theft of money, property, time and other assets.

How Do I Hire People Who Are Focused On Customer Service?

Customer Service Perspective™
The Customer Service Perspective™ measures eight behavioral characteristics and two proficiencies that are essential to delivering excellent customer service. Specific assessments are available for retail, financial services, healthcare, hospitality and general customer service.

How Do I Hire People Who Can Sell?

Profiles Sales Indicator™ & PXT Sales
We have tools for selecting, managing and training salespeople. Imagine being able to predict performance in seven critical sales behaviors and in your company’s culture. Using the Profiles Sales Indicator™ along with the ProfileXT™ Sales to build and develop a sales organization can result in record–breaking productivity, retention of top performers and exceptional profitability.

How Do I Hire People Who Are Drug Free and Pass a Background Check?

Employee Background Check & Drug Screening™
Profiles Employee Background Checks assist you in knowing  who you are hiring. Prove that the people you hire have the education, training and experience they claim. Protect your customers, your employees, your business and yourself from the dangers of workplace violence and expensive lawsuits.

How Do I Hire People Who Can Do What They Say They Can Do?

Profiles Skills Tests™
Profiles Skills Tests™ are pre-employment skills assessment tests that help employers identify an employee’s individual capabilities. The skills tests include, but are not limited to, assessment of computer skills, basic job skills, legal skills, medical skills and retail skills.