The Assessment Company

Profiles Profiles InternationalInternational

PI Title Slide

Kestly Development is an authorized “Strategic Business Partner” with Profiles International

Over Over

700 Local Offices700 Local Offices(Kestly Development is a local office)(Kestly Development is a local office)

40,000 Clients40,000 Clients

100 Countries100 Countries

700 Offices

Companies Face Two Types of Problems…

People Problems

Kestly Development with Profiles International focuses only on “people problems.”

System Problems

PI Title Slide2 types of problems

Motivate Employees Identify Reliable People

Minimize Workplace Theft

Succession Planning

Hire The Right PeopleIncrease Sales

Reduce Turnover

Make Managers More Effective

8 types of problems

.

‘‘Superior Superior Producers’Producers’

Top 16%Top 16%

‘‘NonNonProducers’Producers’

Bottom Bottom 16%16%

‘‘Average Average Producers’Producers’

68%68%

Typical distribution of employees in most organizations

.

‘‘Superior Superior Producers’Producers’

Top 16%Top 16%

‘‘NonNonProducers’Producers’

Bottom Bottom 16%16%

‘‘Average Average Producers’Producers’

68%68%

Your goal should be to hire only “Superior Producers” or move

current employees up one category!

Why does this happen?Why does this happen?

You hire or promote You hire or promote someone that someone that disappoints you?disappoints you?

Resumes as fish storiesA majoritymajority of applicants stretch the truth on resumes!

• More than half, 55%, lied about length of past employment. • Past salaries, 52%• criminal records, 45%• former job titles, 44%• former employers, 34%• driving records, 33%• degrees, 28%• credit, 24%• schools attended, 22%.• Some 15% percent falsify their social security numbers!

(SHRM Study)

“Frightening Statistic”

“63% of all hiring decisions are made during the first 4.3

minutes of an interview.”SHRM Study, reported in USA Today

How good can your information be?How good can your information be?

How we can help you make…

• Better hiring decisions• Better promotion decisions• Reduce turnover• Put the right people in the right jobs• Increase sales and productivity• More effective training programs• Increase the quantity of candidates• Reduce people problems• Increased organization profit

Revising Your Hiring and Promoting System

2 Steps

PXT Logo

WhatWhatProfile XT Profile XT MeasuresMeasures

Can the person do the job? (“Learning” Index)

How will the person do the job? (Behavorial Traits)

Will the person want to do the job? (Occupational Interests)

The The JobMatchJobMatch™™

PatternPattern

Shaded areas indicate the JobMatch pattern

The JobMatch patterns show requirements for the jobs in your organization

17

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

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Thinking Style

Behavioral Traits

Occupational Interests

Job Profile SummaryJob Pattern: Sales Representative

Overall Job Match

The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.

Top three interests for this position

Lowest three interests for this position

Financial/Administrative

Technical

Mechanical

Enterprising

People Service

Creative

I nterests Ranking

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A Profile XT A Profile XT Good MatchGood Match

17

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

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Thinking Style

Behavioral Traits

Occupational Interests

Job Profile SummaryJob Pattern: Sales Representative

Overall Job Match

Distortion – 8

94%

Job MatchPercentage

95%

8

6

10

4

Job MatchPercentage

95%

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Job MatchPercentage

91%

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The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.

Top three interests for this position

Lowest three interests for this position

Financial/Administrative

Technical

Mechanical

Enterprising

People Service

Creative

Interests Ranking

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4

5

22

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

10987654321

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Thinking Style

Behavioral Traits

Occupational Interests

Job Profile SummaryJob Pattern: Sales Representative

Overall Job Match

Distortion – 9

64%

Job MatchPercentage

86%

2

2

4

10

8

1

Job MatchPercentage

56%

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Job MatchPercentage

35%

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The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.

Top three interests for this position

Lowest three interests for this position

Financial/Administrative

Technical

Mechanical

Enterprising

People Service

Creative

I nterests Ranking

A Profile XT A Profile XT Poor MatchPoor Match

What would this person like to do…want to do?

Use All of Your ResourcesUse All of Your Resources

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.

14%

26%

38%

54%

66%

75%

Interview

Reference Checking

Personality Testing

Abilities Testing

Interests Testing

Job Matching

Profile XT Benefits

• Put the right salespeople in the right sales jobs• Better hiring decisions• Better promotion decisions• Better management decisions• Reduce turnover• Increase sales and productivity• More effective training• Reduce people problems

Salesperson Job Analysis Study

• Job Description Analysis A comprehensive analysis describing the functional requirements and performance measurements of the job.

• Job Match Pattern Your pattern created from the shared characteristics of your top performers.

• Recommendations to Improve Productivity Coaching reports complete with recommendations for performance improvement on all participants.

• Participant Feedback Reports All study participants receive personalized feedback for professional development.

• Understanding & Implementing Training Training designed to maximize the Profile XT data which allows managers to be more effective with the people they manage, supervise and train

• Summary of Benefits & ROI PotentialExecutive review of “Study”

• 2-Hour Sales Training for all salespeople“ “Socratic Selling” training session and more based on your needs

KestlyDevelopment.com (734) 483-6453

Small Cost Involved

Here’s what the U.S. Department of Laborsays about assessments

• Employment tests can be used to gather accurate information about job-related characteristics. This information helps assess the fit between people and jobs.

• Tests can be used to predict employee and applicant job performance.

• Appropriate use of professionally developed assessment tools enables organizations to make more effective employment-related decisions.

DOL Says…

• Streamline Your Hiring Process with an Online Applicant Tracking System that Saves Time & Money

• Fast, Simple, & Effective Hiring!• iApplicants™ provides you with an Application

Management System designed for companies with 20 to 2000+ employees. Simple, yet it has a combination of options for smaller, or mid-sized organizations with multiple locations.

Your Custom Careers Website

More Applicants! And more Qualified Candidates!

Powerful Tracking!– Source Tracking – Status Tracking – Compliance Tracking

EEOC, Affirmative Action, and other Federal and State reporting requirements

Cost = $100/month depending on the size of the organization

Revising Your Hiring and Promoting System

2 Steps