Problem #1: Hiring decisions solve problems or add to them and are only as sound as the facts on which they're based.  Many companies don't gather all the relevant job related applicant information they need using their current selection processes. Pre employment testing and employment assessment strategies prevent mistakes.

Problem #2: Companies usually begin preparing promoted employees AFTER they are promoted.  The learning curve for new executives and senior managers is longer (and more expensive) because necessary preparation for the “next step” wasn’t identified or completed well in advance of promotional opportunities. A good psychometric test can give you the foresight you need.

Problem #3: Because companies typically don’t have a data driven system for career path planning or managing succession, career paths suited for entry and mid-level employees aren’t recognized until much later in their careers.  Talented employees leave prematurely because they don’t see where they’re likely to fit. Psychometric testing can show talented employees suitable career options and give them reasons why they should stay.

Problem #4: "Gut feel" decisions based on exaggerated resumes and distorted claims on application forms are often mistakes.  Companies increase their probability of success when hiring and promoting when their decisions are based on comparisons to custom behavioral models of success derived by analysis of groups of their top performers .  A good employment test makes this easy to do.

Problem #5: Managers haven’t received adequate guidance on how to minimize preventable turnover regarding CURRENT EMPLOYEES who DO match the demands of the job.  Employee potential is limited and staff gets driven away because managers don’t understand causes of conflict, recognize performance obstacles, or know what to do about them.   Employment tests are available that make it possible to evaluate and correct poor relationships between employees and their managers.

Problem #6: Most companies lack a complete inventory of their human capital when internal openings occur.  This results in a situation where current employees who match job openings perfectly get overlooked because their talents are not identifiable or manageable in a data-driven system.  Our online employment testing systems help identify and manage talent in a way that turns your human resource information into a corporate asset so this won’t happen to your deserving employees.

Problem #7: Companies who understand how to compare an applicant to the job often overlook the match between the applicant and their likely supervisor.  This little oversight may have huge implications on employee performance and retention.

Reducing Employee Turnover, Increasing Sales, Improving Productivity, Reducing Theft (including time theft, company secrets, etc), Reducing Fraudulent Workers Compensation Claims, Improving Safety, Minimizing Recruiting Costs, Protection of Your Employee Knowledge Base and more!