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The cost of turnover is a real expense that has a major impact on a company's profit-ability.

There are tangible (quantifiable) and intangible (qualitative) costs associated with turnover. You can add to this list those unique to your organization or environment. Then, identify the investment in your current process of attracting, selecting, hiring and developing people.

Quantify your cost of turnover.

Hiring and turnover costs impact the "bottom line" in a number of ways including:

o Lost production/earnings
o Advertising costs
o Interview time
o Hiring process
o Benefit processing
o Training (formal and informal)
o Lost production time during training (by the employee, co-workers and supervisors)
o Missed work (absenteeism/tardiness)
o Unemployment costs
o Morale of those "stuck" with re-assigned work
o Implications of poor performance:
o Angry clients
o Uncovered accounts
o Missed deadlines
o Incomplete documentation
o Lack of commitment
o Increased supervision time
o Negative impact on company's "Professional Image"

Selecting a higher percentage of people who are more likely to "fit" into your work environment will reduce turnover and increase the potential for improving relationships that impact performance.

Knowing what you want is a critical first step in the hiring and selection process. Once we know what you're looking for, our system will enable you "match" your needs with people who can and will do the job. You will attract, select, hire, train and retain the best and the brightest candidates.

The Value Profile™

The Value Profile™ provides feedback on the most critical capacities necessary for success in any job. You can know with scientific certainty whether the people you hire (and already have) "can" do the job, and "will" do the job. We can measure as many as 57 skills and capacities in 11 different categories.

The Value Profiles also includes:

o Synopsis and Strength Rating of Capacities

o Suggestions to Capitalize on Personal Abilities

o Training/Development Recommendations

o Interviewing Questions/Comments/Suggestions

Develop a High Performance Team

Building a successful sales organization requires reliable knowledge about the potential strengths and development needs of each member of the team. Knowing what talents you have to work with and what problems you can expect, gives the manager the capacity to build a development program based on real needs and directed toward realistic performance outcomes.

Using our complete line of Employability, Manager, Sales and Customer Service Value Profiles, we can provide you with in-depth analysis of your people. We can measure their capacity to achieve maximum performance.

We can measure if those who sell can and will sell more effectively and productively including: CAN THEY SELL (do they respond to customer needs, can they handle rejection, do they have personal drive) and WILL THEY SELL (what is their attitude toward sales, are they self starters and what motivates them).

You can screen new employees and identify people who are ideal for customer service. We can customize a Team-Building Program.

To assist you in creating a prescriptive development and coaching process we:

1. Provide one-to-one "Value Profile" feedback and training sessions for the Manager(s) responsible for developing and selecting a high performance team. The manager will receive information and insight into their own approach to employee development, personal management and their interview style.

2. Conduct a "Value Profile Study" using assessments of your most and least productive people. This will enable us to identify the values and attitudes that most influence effective performance. We will also determine and help you install the type of training and support that will improve performance.

3. Provide Management with:

o a review of the study findings
o detailed training recommendations
o coaching guidelines for improving sales performance.
o critical characteristics for future hires
o skills in using "Profile" reports for interviewing

The total time investment is about 20 minutes for a person to complete the Value Profile.

We recommend on-site consultation and feedback with the Manager and/or Management team, to teach the process and provide personal and group feedback.

Once this process is completed, the Manager(s) is prepared to interpret Profile results on future sales candidates. Profiles are then purchased on computer discs that enable you to self-administer and run computer-generated profiles.

Your trained in-house staff will then be able to give feedback and interpretation to your people throughout the process of selection, hiring, training and development.

Call us today at 1-800-947-2537 to discuss how Value Profiles™ can make an immediate impact on the personal performance and productivity of your people, and increase the profit-ability of your organization. Or, Email us right now.

Read Scientific Selection:
How to Hire the Best People for the right Job!

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