Poor Hiring Decisions are the #1 Cause of Turnover!
That’s because most people are hired for their knowledge, skills, the interviewer’s “gut-feelings” and how badly they need to hire someone. However, most people are fired for their unacceptable attitude and behavior, neither of which can be determined completely and accurately from resumes’, background checks, references or interviews.
Businesses waste a lot of time and money training the WRONG people!
According to a study by two major universities on employee turnover, companies spend 5 times more on training as they do on selection; yet only 24% of turnover was due to poor training, while 76% was due to poor selection.
Hiring the wrong person can be a miserable and costly experience for the new employee, as well as for you and your other employees and customers.
How many people handing in a resume will be good, productive employees that will build your corporate culture? On the other hand, how many will be problematic, driving up costs across the board, and taking up management time to deal with issues? How do you tell which potential employees are worth hiring?
Our 3-dimensional report gives you the information you need to avoid problematic hires, identify valuable employees who can make your company more successful, and quickly and consistently make the right hiring choices. To help you make the quickest and best hiring decisions, at the lowest cost, we recommend the following steps in order.
Step 1 – Attitudes, Values, Ethics – The Orion® Pre-Employment Opinion Survey for applicants measures 10 workplace attitudes about work, supervision, drugs, theft, long-term employment, customer service, communication, competition, sales, and safety.
Brochure – Report – Testimonial
Step 2 – Behavior & Personality – The TTI-DISC Talent Insights© assessment measures how someone behaves on the job with particular emphasis on how they handle problems, relate to people, react to change, and respond to policy.
Brochure – e_Book – Reports: Management-Staff – Sales – Customer Service – Executive
Step 3 – Motivation & Driving Forces – Measures 6 motivators and 12 driving forces to determine what drives someone and WHY they behave the way they do.
Brochure – e-Book – Report
