1.
Profiles International Enabling the High-Performance Workforce

2.
<ul><li>In business continuously since 1991 </li></ul><ul><li>40,000 Clients Worldwide </li></ul><ul><li>International Presence </li></ul><ul><li>Over 118 countries, 32 languages </li></ul><ul><li>We are a Microsoft Certified Partner & HR XML Compliant </li></ul><ul><li>We provide a great candidate experience so that it’s fun to take an assessment. </li></ul>

3.
Companies Face Two Types of Challenges… People Challenges System Challenges Profiles International focuses on people challenges .

4.
What It Takes to Build a High Performance Workforce Select the Right People <ul><li>Integrity </li></ul><ul><li>Substance Abuse </li></ul><ul><li>Reliability </li></ul><ul><li>Work Ethic </li></ul><ul><li>Job Fit </li></ul>Make Managers More Effective <ul><li>Appraising Management Techniques </li></ul><ul><li>Improving Communication Skills </li></ul><ul><li>Developing Leadership Competencies </li></ul>Accelerate Employee Productivity <ul><li>Retaining Top Performers </li></ul><ul><li>Training </li></ul><ul><li>Coaching </li></ul><ul><li>Engaged </li></ul><ul><li>Competent </li></ul>High Performance Workforce Solution

5.
Your Challenge: To ensure that every “people” decision—whether hiring, promotion, or development is aimed at achieving Superior Sales Performance .

6.
A new Sales candidate is like an iceburg: You can see what’s above the surface… But what lies below the surface is hidden…and it can make all the difference between success or failure in a salesperson’s performance.

7.
Get the Whole Picture by using an accurate Sales Assessment Tool to measure the Total Person. 10% - Good, but limited information: Skills Experience Education 90% - Essence of the Total Person : Thinking Style Behavioral Traits Occupational Interests

8.
SALES PLACEMENT REPORT The Profile XT-Sales assessment averages 82% accuracy…that’s four out of five top performers, reliably. Competing assessments only average in the low ‘60s .

9.
<ul><li>What it measures: </li></ul><ul><li>Can the person do the job? </li></ul><ul><li>How will the person do the job? </li></ul><ul><li>Will the person want to do the job? </li></ul>

10.
<ul><li>The Job Match Pattern: </li></ul><ul><li>The Shaded areas indicate an example of a (hypothetical) Custom Job Match pattern </li></ul><ul><li>A Job Match pattern shows the required Core Competencies for a specific job in your company. A custom Job Match pattern can be derived by assessing a group of your current Top Performing Sales people. </li></ul>

11.
A Good Match A good match is indicated by a cumulative job-match score in the range of 75% - 95%, the higher the better.

12.
A Poor Match A poor match is indicated by a cumulative job-match score that is below the desired range of 75% - 95%, indicating a probability of low satisfaction with a candidate’s performance.

13.
SALES PLACEMENT REPORT Areas of possible concern: Areas of possible concern are indicated and explained in detail.

14.
SALES PLACEMENT REPORT Suggestions for pre-hire interview questions Suggestions are provided for additional questioning during the next interview.

15.
SALES PLACEMENT REPORT Additional pre-job offer considerations Suggestions are provided for additional consideration before extending a job offer to the candidate.

16.
<ul><li>Phase One </li></ul><ul><li>Schedule PXT-Sales assessments for entire Sales Department </li></ul><ul><li>Develop a custom Sales Job Match Pattern from your Top Performers </li></ul><ul><li>Phase Two </li></ul><ul><li>Review Pattern results </li></ul><ul><li>Make manual adjustments if needed </li></ul><ul><li>Phase Four </li></ul><ul><li>Monitor ongoing Recruiting usage </li></ul><ul><li>Phase Three </li></ul><ul><li>Training: </li></ul><ul><li>Administrator (HR) </li></ul><ul><li>Sales Managers </li></ul><ul><li>Phase Five </li></ul><ul><li>6-12 Months </li></ul><ul><li>Review Pattern, adjust if needed </li></ul><ul><li>12 Months </li></ul><ul><li>Longitudinal Studies </li></ul><ul><li>Annual Progress Report / ROI </li></ul>Implementation of the PXT-Sales assessment into your organization:

17.
<ul><li>Accurate Selection and Onboarding </li></ul>Use Sales Job Match Patterns For: <ul><li>Enhanced Coaching and Mentoring </li></ul><ul><li>Individualized Training Needs </li></ul><ul><li>Accurate Promoting </li></ul><ul><li>Managing Performance </li></ul><ul><li>Succession Planning </li></ul>

18.
Use All of Your Resources Sources: Professor Mike Smith, University of Manchester, August 1994 John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90; Robert P. Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytical Review, Personnel Psychology,Winter 1991, p.703. Michigan State University’s School of Business. 14% 26% 38% 54% 66% 75+% Interview Reference Checking Personality Testing Abilities Testing Interests Testing Job Matching

19.
Here’s what the U.S. Department of Labor says about assessments: <ul><li>Employment tests can be used to gather accurate information about job-related characteristics. This information helps assess the fit between people and jobs. </li></ul><ul><li>Tests can be used to predict employee and applicant job performance. </li></ul><ul><li>Appropriate use of professionally developed assessment tools enables organizations to make more effective employment-related decisions. </li></ul>

20.
Thank You! David Dennard Profiles International, Inc. 972-701-0222