1.
Recruitment Blueprint™

2.
Use the JPE Blueprint™ for…
Hiring Evaluating
Succession
Planning
Re-aligning
Sales Team
Map Out The Trends Of Your Most Successful People
• Learn How To Mirror Your Top Performers
• Increase Performance
• Replicate Success
• Reduce Attrition
• Improve Morale
• Inject Attitude
Identifying
Skills Gaps

3.
Where is Your Pain?
Which Area Will Have the Biggest Impact
on Your Business?
Increase
Performance
Reduce
Attrition
Improve Morale
Revenue
Gain
Reduce
Costs
Increase
Productivity
Increase
Performance
Reduce
Attrition
Improve
Morale

4.
JPE Recruitment Blueprint™
At a glance you can
• Identify the behavior, cultural fit, aptitude of your top, middle &
bottom performers
• Evaluate the people that fit culturally and perform the well in
their roles
• Identify skills gaps and training needs at a glance

5.
JPE Recruitment Blueprint™
At a glance you can
• Build a knowledge base that enables you to create a successful
hiring, training and development process that you can replicate
on demand
• Create action plans, set deadlines and record the results while
you continuously build a knowledge base of how to build the
dream team
• Map out the trends of your most successful people

6.
JPE Recruitment Blueprint™ Overview of their
behavioural profile
type
Training received
Actual
behavioural
profile type
Aptitude test
score which tests
ability to
think quickly
Performance
against
targets
Action required
Deadline
Training required
Deadline
Ideal
behavioural
profile type

7.
Identify Hotspots – Low Morale
• Becoming more accommodating
• Becoming more analytical
• Becoming more relaxed
•More patient and possibly in an attempt to avoid error
• In pieces confidence is destroyed
•More account driven
•More social
•More driven
•More complying
• Low morale – head down and digging way out
• Possible personality clash
• Emotional event (good or bad) in private life which is causing
intensiveness and inconsistency
• May appear lazy and not good under pressure (score over 70)
• Good be causing grief as everything has to be in order
• Low morale at work
• Making such a lot of significant changes its difficult to judge
Employee 1
Employee 2
Employee 3
The McQuaig System™ - Comparison of McQuaig Word Surveys® to each other
Possible Low
Morale

8.
Identify Hotspots – Personality Clash
• Specialist – Urgent co-operator
• Making changes
•More competitive
•More analytical
•More driven
•More complying
• Pressure seems to be on
• Major conflict or clash of personalities
• Balanced person
• In transition in the real (persona; life) Emotional event
• Situational shows an urgent co-operator
• Very pleasant
• Possible personality clash with boss
• Balanced personality and is difficult to judge due to transition
• Less competitive
• Becoming more social
•More driving and more independent
• Hint of a personality clash with boss or someone at work
Employee 4
Employee 5
Employee 6
Personality Clash
The McQuaig System™ - Comparison of McQuaig Word Surveys® to each other

9.
Visibility

10.
Recruitment Blueprint™

11.
Evaluate Sales Team
• Profile top, middle and bottom performers
• Profile people who have left during 3-12 month’s
• Identify trends in profiles
• Evaluate profiles of people in the target zone
• Present management guidelines

12.
Eliminate Unsuccessful Areas
Raise the average performance of your sales team
• Qualify out people who do not meet the benchmark
• Build a knowledge base of trends of unsuccessful people – stop
hiring them
• Outsource exit interviews – continue to build knowledge base
• Educate recruitment agencies, management and trainers of knowledge base

13.
Replicate The Success
Create benchmarking system for new people
Employ people who mirror your top people
Don't employ people who mirror your bottom people
Build a knowledge base of successful people
Create system to ensure that all new people are tracked from source
Profile remainder of team and identify hotspots
Ensure managers are made aware of hotspots

14.
Replicate The Success
Profile all people prior to 1st interview
Aptitude test all people prior to 1st interview
Continue to build knowledge base of successful people
Include behaviors required in your job adverts
Measure behaviors before inviting in for interview
Educate recruitment agencies, management and trainers of knowledge
base

15.
Increase average performance
2 Questions
1. How do you increase the average performance level of your sales team?
Each new person you hire has potential
• potential to achieve above average performance
• potential to achieve average performance
• potential to achieve below average performance
The JPE Blueprint™ allows you to identify, hire and develop people who mirror people in these zones.
It is up to you to choose who you replicate in your next hire …
If you stop hiring people who mirror your bottom performers you will automatically raise the average performance level of
your team.
This simple method automatically increases the average performance level of the whole team.
2. What impact would this have on your business?

16.
Accreditations

17.
Hiring the wrong people costs you more and produces little or no ROI
Call now for a free trial
0118 402 8505
www.johnpaul.co.uk
Recruitment Blueprint™
Solutions that solve the problem...
...rather than just treating the symptom