Why Do Companies Use Employee Assessments?

They want to hire the right person for the right job

• 95% of applicants will "exaggerate" to get a job during an interview.

• More then 50% of all job candidates misrepresent their qualifications on their resumes.

• Most hiring decisions are made in the first 5 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.

• 2 out of 3 new hires will disappoint in the first year.

They want to hire dependable people

• Employee theft is a growing problem and contributes to many business failures.

• Drug use affects employee performance.

• Attitudes toward work and work ethic affect productivity.

• Absenteeism and tardiness increase the cost of doing business.

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.

They want to reduce the rate of employee turnover

• 2 out of 3 employees would rather work somewhere else.

• Turnover cost businesses thousands of dollars for every departing employee.

  • Many businesses owners have overlooked the enormous costs of employee turnover and how it steals directly from their bottom line.

• 80% of employee turnover is avoidable.

  • Almost every employer will cut the cost of expensive employee turnover when using Profiles employee assessment tools.

They want to eliminate the cost of avoidable legal actions

This is a case where "an ounce of prevention is worth a pound (or many pounds) of cure." Hiring the wrong person can turn into an employment nightmare.

• 1 out of 3 businesses will be sued this year over an employment issue.

• Employers can be held liable for their employees' behavior on and off the job.

• Subjective hiring can lead to charges of illegal discrimination by rejected job candidates.

They want more effective use of their human capital

• Assessments give information that managers can use to coach, motivate, and manage people more effectively.

• Employee assessments help companies find untapped talent within their organization.

  • A good employee may not be performing well simply because of a poor Job Match. Put the same employee in a job for which he/she is has an affinity and watch their job performance improve dramatically.

• Assessment tools reduce a companies "people problems".

• Employee assessments help companies achieve better employee cooperation.

  • When employees have a 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% working to reach the companies' goals.

They want to achieve the results that come 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.

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 respond positively when provided with the same type of training is passé. To be effective, training must be tailored to each individual.

In Summary

• Most companies spend between 50%-60% of their income on people costs

  • This means there is tremendous potential for increased profits when efficiencies in Human Capital are achieved through the use of employee assessments.

• Peter Drucker says, "Chances are good that up to 66% of your companies hiring decisions will prove to be mistakes in the first 12 months."

  • This does not mean that they ( the mistakes) will leave in fact most will stay (unfortunately). They do not leave and this is the problem!

  • Many people, while not performing a job in an excellent manner, do a good enough job to avoid being terminated. Thus, a company comes to accept that "average" job performance is an acceptable standard. Though the use of assessments, Result Resources goal is to change this perception of it exists in the businesses that are our clients.

Given The Facts -Why Don't All Companies Use Employee Assessment Tools?

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