Why You Need A Predictor Of Potential

Withhold your skepticism for the moment and say they could literally see into the inner “circuitry” or operating system of your candidates applying for work as well as the inner workings of your current employees already working for you.

What would this predictor of potential mean to your enterprise?

One thing would be, you could predict which candidates are most alike your strongest incumbents (also your weakest) without the arbitrary and/or illegal “filters” like skin color, gender orientation, religious practices, age, physical shortcomings, tattoos, habits, financial status, previous experience, education or whatever other characteristics you currently superstitiously consider predictive for performance and retention.

Just think about that for a moment. You could select potential high performers and train them to be your star employees without wasting a bundle of money. And they would WANT to do your work, in your company with your existing team and to be successful the way you measure success.

Not like some of those previous hires that had great experience and talent and then would not put out the effort to meet their potential no matter what incentives you dangled before them.

You know the people I am talking about. Those employees, who were born superstars and convinced their previous employers they were worth their weight in silver but settled for your offer of their weight in gold in order to come work with your team. However, they somehow just do not know how to self-direct their efforts to pay for themselves. I am sure you have witnessed those star athletes in high school or college who, when given the opportunity to show their stuff on the bigger stage, come unraveled, shoot themselves in the foot or just self-destruct.

If your recruiters could see into the souls of your candidates, they would select only those few candidates they magically recognize will be high performers and stay with you through thick or thin, good times and bad. You would hire a smaller number of employees but those you did hire would absolutely increase your enterprise performance with higher revenues produced with lower employee costs.

Another benefit to having recruiters who could view into the crystal ball and predict your candidates’ true potential would be reducing your avoidable costs. Just think of the wasted expenses associated with employees doing the wrong things, doing things wrong or worse, complaining about what and how you do things.

I spent more than 2 decades of my professional career in corporate Human Resources management and roughly half of that time was spent training employees (who didn’t want to be in training) and investigating employee complaints or errors because those employees really did not want to be there. This half of my time did not include the amount of time I spent sourcing and researching new hires or, conversely, processing terminations.

I wish now I had had this crystal ball back then. I could have saved my employers hundreds of thousands of dollars in these avoidable costs. Although, back then, we thought they were necessary costs. But now that I have a predictor of potential for employees’ fit, I understand that these same thousands of dollars don’t need to be wasted and are not necessary.

Have you ever taken the time to read some of the articles on the internet and do a rough estimate of what it costs your company when you terminate an employee? I have found, and you can too, hundreds of articles on the web that help you calculate the cost of turnover. Even employees who voluntarily terminate (or quit) cost you a bunch of money.

Sure, you can avoid legal costs because you don’t have to worry about lawsuits, unless they are quitting under duress or being escorted out of the office and then you could be talking about millions of dollars in “hard costs” as well as “soft costs” (customer bad will, missed handoffs, competition “crowing”, suppliers’ and remaining staff anxiety, etc.)

So, what have I learned that allows me to say that I know this crystal ball exists and you can get one too?

My partner and I have been doing retained executive recruiting for over 12 years and used a selection technology that she discovered almost by accident. This technology has proven time and time again, over 150 recruiting projects, to calibrate a person’s roots of behaviors and ultimately their fit to a hiring manager and a company. And no, I am not talking about a descriptive profile, a behavioral profile or a “not-legal-for-hiring” personality assessment.

We have been using this psychometric technology to select executives and other employees for our search clients. The tools have been around for over 35 years and have proven prescient in predicting potential matching of people to jobs and companies thousands of times. We found it serendipitously in 2004 and over the last 13 years have witnessed its awesome predictability. It now is supported by a database of over 20 million profiles from validation studies by over 3500 global companies in all industries from hospitality to franchisors, from healthcare to manufacturing, from government to financial services and from for-profit to non-profit organizations.

We have one client who recently did a “back-of-the-envelope” analysis of their selection success and found their salespeople selected for high potential with this technology were producing, on average, 4 times the amount produced by the people selected before they started using this technology. Four times the average performance of the incumbents! What would that mean in your business?

If you would like to see how we do it, give us a call in beautiful Greenville, South Carolina (yeah, that Greenville) at 864-233-3007.

We would be delighted to show you this crystal ball that will allow you and your recruiters to objectively see the potential match of your job candidates. In fact, by using this technology, you even become a hero to those candidates you don’t select because you prevent the “non-matches” from wasting time thinking they want to do what you do.

Yes, as my career will attest, the pain and suffering is not just on management’s side.

We believe there is a great job for every person and a great person for every job. Everybody benefits when employers find their matching employees and candidates find their matching employers.

When employee selection is a ‘magical experience’ our economy, both macro and micro, flourishes.

Why not take this small step to make your company flourishCall us at 864-233-3007.

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