1. They want to hire the right person for the right job 

• 95 of 100 applicants will “exaggerate” to get a job during an interview
• More than half of all job candidates misrepresent their qualifications on their résumés
• Most hiring decisions are made in haste – during the first five minutes of an interview.
• This means decisions are made on first impressions and many people become employees for the wrong reasons – leading to a multitude of problems.  During interviews, interviewers often confuse someone they would like as a friend with someone who will be a good employee
• Two of three new hires will disappoint in the first year

2. They want to hire dependable people

• Attitudes toward work and work ethic affect productivity
• Absenteeism and tardiness increase the costs of doing business
• Companies can find out whether a candidate is dependable with the results from employee assessments.

3. They want to increase productivity

• People are most productive when their work matches their thinking style, occupational interests, and behavioral traits.
• These are attributes measured by The Profile XT™
• Teams and departments function better when their leaders have information about team members’ strengths
• Factors that negatively affect productivity, such as stress, tension, and conflict, are significantly reduced when assessments are used

4. They want to reduce the rate of employee turnover

• Two out of three employees would rather work somewhere else
• Turnover costs thousands of dollars for every departing employee
• Many business owners have overlooked the enormous costs of employee turnover and how it steals directly from their bottom line
• Eighty percent of employee turnover is avoidable
• Almost every employer will cut the costs of expensive employee turnover when they use Profiles assessments

5. They want more effective use of their human capital

• Assessments give information that managers can use to coach, motivate, and manage people more effectively
• Assessments help companies find untapped talent within their organizations
• A good employee may not be performing well simply because of poor Job Match.  Put the same person in a job for which he/she has an affinity and watch their job performance soar
• Assessments reduce a company’s “people problems”
• Assessments helps companies achieve better employee cooperation
• When employees have good Job Match they are far less likely to become stressed, be unhappy, complain, or have grievances against their employers
• 60% of a manager’s time is spent fixing people problems and 40% reach companies’ goals
• Reducing people problems give managers more time to work toward achieving the company’s goals

6. They want to achieve the efficiencies that result from “Job Fit”

• Assessing behavioral traits yields a 38% assurance of Job Fit
• Adding a thinking abilities assessment results in a 54% Job Fit
• Adding assessments for occupational interests increases Job Fit to 66%
• Add the use of a Job Match Pattern and you get outstanding employees 75% of the time

7. They want to improve their decisions

• Better decisions result from having more complete information about job candidates and employees
• Good decisions are reached faster, saving time and money
• Assessments are important tools in promoting and succession planning decisions
• Training programs become more effective when tailored to the specific needs and characteristics of an individual
• The idea that a cross-section of employees will respond positively when provided with the same type of training is passé.  To be effective, training must be tailored to each individual