The #1 cause of employee turnover is poor selection,
. . . and no amount of training, supervision, coaching or spending can overcome a Poor Hiring Decision.
Selection: Most people are hired for their knowledge, skill and experience, but fired for their unacceptable attitude and behavior; neither of which can be determined accurately from resume’s and interviews.
Development: According to a study by two major universities, companies spend 5 times more on employee training than they do on employee selection; yet 76% of turnover is due to poor selection and only 24% is due to poor training. Companies waste a lot of time and money training the WRONG people!
Retention: With employee turnover rates ranging between 20-70% and replacement costs as much as 1-3 times annual salary, we believe it makes good business sense for employers to learn as much as they can before hiring or firing someone.
Nothing affects your PROFIT more than the performance of your People
• People follow procedures or make them up as they go
• People make customers happy or give them reasons to leave and buy from someone else
• People are dependable or they create scheduling nightmares
• People work together to get things done or fight amongst themselves and get nothing done
• People go the extra mile or do a little as possible just to get by
• People take safety seriously or they contribute to workplace accidents
• People reduce shrinkage or they contribute to it
• People value a drug-free workplace or they think drug use is none of your business
• People can be a valuable asset or a management nightmare
Common Hiring Challenges:
We tend to hire people based on their knowledge, skill, experience, “gut-feelings” and how badly we need to fill a position. But we tend to fire people because of unacceptable behavior, attitudes or poor relationships with people.
Just think about your own experience when you had to let someone go. Did they all of a sudden lose their knowledge, education, skills or experience? Or was it their inability to “fit-in” with your staff, customers, or both? Or worse yet, did you discover too late that they had bad habits or poor attitudes that somehow didn’t surface during the interview? Are you sure that you can tell the difference between a person’s “interviewing” behavior and their “natural” behavior? Some of the best sales presentations are made by applicants during the interview!
Hiring or promoting the wrong person can be a miserable and costly experience for the employee, existing staff, your company and your customers. An employee earning $50,000 per year who is fired within six months can cost a company $100,000; double their salary! Resumes’ are only a historical account of WHAT a person has done. Our profiles can tell you IF, HOW & WHY a person will perform and IF, HOW & WHY they will get along with others.
Wouldn’t it be great to know before you hire someone . . .
•Behavior: How they will get along with their peers, management, customers, prospects, etc.?
•Motivation: If their personality and motivation are a good fit with the job? and will they be challenged or bored job?
•Work Habits: If they will be dependable and show up for work on time?
•Honesty: If they will protect your assets and not steal from you?
•Integrity: If they will do what is right?
•Safety: If they will be a safety risk to themselves and to others?
•Drugs: If they will use or tolerate illegal drug use on the job?
•Customer Service: Will they be helpful and considerate to your customers?
•Supervision: Will they work well under supervision?
•Team Player: Will they work well with and respect their peers?
•Turnover: Will they be a loyal, long-term employee?
For Sales Representatives . . .
•Can they sell? Do they have the knowledge and skills to successfully sell your products and services?
•How will they sell? (Behavior, work habits, planning & organization, motivation
• Are they a good match for the type of sales position you have open? i.e. retail, territorial, large accounts, etc.?
-more about sales representatives.
Some of the ways that our clients use our assessments . . .
• Interviewing: Prepare questions appropriate to the position
• Job Match: Avoid putting square pegs in round holes
• Orientation: Define expectations from the beginning
• Career Path: Build on strengths, compensate for weaknesses
• Training: Target training to the individual’s needs
• Coaching: Define and help with areas of improvement
• Appraisals: Objective assessment based on the action plan
• Conflict Management: Increase communication, decrease misunderstandings
• Revitalization:Expand awareness, lower stress, improve communication
• Team-Building:Blend personalities & values to accomplish common goals
If you are in the process of making a hiring, firing or promotion decision, that you are not 100% sure about, call us at 800.875.7599 or click here to request a complimentary consultation and assessment.