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F t T k t P fit bilitFaster Track to Profitability:Identifying & Retaining Top Performers

Sponsored byRight Ability

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Right Ability Tools Helps:g y pHire The Right People Identify Reliable People

Minimize Workplace Theft

Increase Sales

Motivate EmployeesImprove Productivity

Make Managers More Effective

Reduce Turnover

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Have you ever hired orHave you ever hired or promoted a person who was

not what they appeared to be?

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What if you hired someone whoWhat if you hired someone who greatly exceeded your

t ti ?expectations?

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(About Superior Performers)

“It’s not experience –or college degrees

or other accepted factors…

…it hinges on fit with the job.”

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“Superior’ producers fit their jobs and:fit their jobs and:

• Can deal with the mental demands of the positionCan deal with the mental demands of the position• Are comfortable with the demands of the environment and

people they work with• Enjoy the work and are motivated to do it

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Using Resumes & Interviews Only

What you see: Just the surface

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Using Resumes & Interviews OnlyUsing Resumes & Interviews Only What you don’t see: What’s underneath

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Increase the Chances of a Increase the Chances of a High Performance High Performance HireHire

I t i 14%Interview

Background Checking

14%

26%

Personality Testing 38%

54%Abilities Testing

Interests Testing

54%

66%

S P f Mik S ith U i it f M h t A t 1994

Job Matching75%

Sources: Professor Mike Smith, University of Manchester, August 1994John 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.

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What was different about the method What was different about the method used used to hire these people?to hire these people?used used to hire these people?to hire these people?

ORO

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The Selection Process:The Selection Process:Using an Interview and gBackground Check only

Company FitAttitudes, Values,

Skill FitEducation Attitudes, Values,

Demeanour,Appearance,

Integrity

Education,Training,

Experience,Skills, Etc. Integrity

“Checking the Past” & “Reviewing the Present”Checking the Past & Reviewing the Present

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Hiring the Super Performer –Hiring the Super Performer –includes...Job Matching

Skill / Fit Company Fit Job MatchSkill / Fit•Education•TrainingExperience

Company Fit•Attitudes,Values•DemeanourA

• Learning Index• Behavioral Traits• Occupational Interest•Experience

•Skills, Etc.•Appearance• Integrity

• Occupational Interest

…Check the total personp

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What does Job Matching include ?Learning, reasoning and problem solving Learning, reasoning and problem solving approach approach Thinking Style

at does Job atc g c ude

Behavioral TraitsMeasures the tendency towards Measures the tendency towards restlessness and drive, and deals restlessness and drive, and deals

ith i h ffi i d tiith i h ffi i d tiBehavioral Traits with issues such as efficiency and time with issues such as efficiency and time utilization, measures energy level, utilization, measures energy level, social social ability ability etc.etc.

What Type Occupations is the candidate interested in? EnterprisingOccupational Enterprising• Financial/Administrative• People Service• Technical

pInterests

• Mechanical• Creative

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SummarySummary

• If all of your people are ‘superior’ performers you have • If all of your people are superior performers you have great potential for bottom line gains

• Every time you move an employee’s performance from • Every time you move an employee s performance from “low to average’ OR ‘average’ to ‘superior’ you enjoy a measurable financial impactmeasurable financial impact

• Regardless of organization size, your potential for reduced expenses, increased productivity and p , p yincreased revenue are great

Cost-Effective Solutions with a very high ROICost Effective Solutions with a very high ROI

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For more information contact:

Sales@RightAbility.com

Phone: 866 406-2144 Fax: 866.723.8819