HR Marketing is a great idea but often focused on the wrong effort. The companies who attract the best people don't need to do much marketing. They focus their energy on being the 'employer of choice' in that area or industry and their employees do the marketing for them. Many of our clients are 'employers of choice' and became that way through two simple steps.

1. They became more discriminating in their hiring. They were willing to hold out for the right person and make sure that they not only had the right skills but also had the right behavioral style to be happy and productive in the given job.

2. They used the same behavioral insight gained with assessments in the interview process to manage these people more effectively. Managers who are skilled in behavioral understanding know how to adapt their style and communications to fit each individual employee. After all, people don't quit companies as often as they fire their bosses.

The use of an effective behavioral assessment tool and manager training are consistently found at 'employers of choice'. We represent Predictive Index in Florida and Georgia.

Understanding the ideal behavioral as well as the skill needs for the position is critical. We use a tool called the PRO to allow several stakeholders to develop agreement around the ideal behavioral needs and then communicate that to HR. HR can then use an assessment like the Predictive Index® to match the candidates to the PRO. The interview process now focuses on the gaps between the ideal and the actual. This makes the process much more efficient. In addition, this adds an objective side the process that counterbalances natural connections or biases.

The true behavioral style of an individual is often difficult or impossible for people to see in the live interview alone, resulting in mis-hires. As a result, managers often tell us that they wish they could have hired the person they interviewed and not the person who showed up for work. By adding an accurate assessment to the process, you will improve the quality and effectiveness of your interviewing process.

For an opportunity to try Predictive Index®, contact us at info@predictiveresults.com

McDonalds’ recently announced its 100^th consecutive month of positive global sales.  But Rich is quick to say that doesn’t mean “We’ve cracked the code and figured it all out.”  Complacency is one of the pitfalls that he warns about.   The state of mind he maintains is of “Where are there big opportunities for us to get better?”

Human Resource departments often struggle to be seen as serious contributors at the strategic planning table.  More often HR is viewed as the department that hires, fires and administer benefits - in short, overhead.   Floersch states having business acumen and the ability to talk the leaders’ talk is what is needed to be invited to the table.

Human Resources tend to talk a different language than CEOs.  CEOs talk in spreadsheets and numbers and HR folks talk in terms of soft skills.   Having a language to bridge that gap becomes necessary.   Taking an analytical approach to your human resource demands and needs is that bridge.

Being invited to strategic planning table also means you must have something to offer that adds value to the organization.   According to Floersch, “Most successful HR people have strong business acumen. You’ve got to have a curiosity about where the business is going and understand how the company makes money.  The second thing is I think you’ve got to have a pretty good sense of the values and the culture.  Designing something around motivation or leadership development that is off the shelf versus one that matches and supports what the company stands for is part of the puzzle that you’ve got to figure out.”

“We could not agree more”, says Cindy Mallard, Senior Consultant at Predictive Results. “we work with many franchises and one of the key benefits our clients get from using the Predictive Index® assessment is a customized, objective approach to motivation and leadership development. The Predictive Index® provides the framework our clients use to ‘support what the company stands for’ by hiring the right people and leading them in the best way possible.”

About Predictive Index^®

The Predictive Index^® System is a powerful process that combines behavioral assessment with world-class training and consulting.

At the core of the process is the Predictive Index^® (PI^®) assessment tool. Developed in 1955, PI helps managers identify the motivations and drives of their people. This insight provides managers with invaluable information for improved employee retention, coaching, leadership development, talent management, team performance and more. The Performance Requirement Options™ (PRO) profiles the behavioral requirements needed for optimal job performance. Working together, these tools ensure a strong job fit.

Companies interested in exploring PI® for their use should contact Predictive Results at predictiveresults.com or 904-269-2299.

Waterhouse says, "Franchisees get everything they need to be successful except the most critical piece: the people. We fill in that gap with PI®." Major franchisees at Subway, Massage Envy and others know what a big difference PI makes in their turnover, sales and customer service.

Read Article 

For a free demonstration of PI, contact Predictive Results at 904-269-2299 x102 or info@predictiveresults.com

Interviews alone can’t give you the full story. You know that because you’ve hired too many people who did not work out. PI® will show you how your job candidates are likely to perform long before you make them an offer. PI® is a sophisticated instrument that’s been scientifically confirmed to have an extremely practical and reliable method of predicting work-related behavior. The PI® results will give you insight into your candidates that you could never have achieved in an interview alone.

Clients say it best:

• “The PI® is the biggest asset for us. We send it to the candidate prior to the interview.” Director of Human Resources Vericare Molly Chase

• “I can’t imagine running our company-owned dealerships without the Predictive Index®. The results we have enjoyed would not have been possible.” Andrea Herran, Director Human Resources Rain Soft

You will learn:

• How this person is likely to perform in your job
• What types of work this person is best suited for
• How this person will react to your company culture
• How this person will perform the tasks you plan to give them
• How they compare to others who have been in similar jobs

We will give you:

1. A live consultation with your personal PI® Certified Consultant
2. A written report on your candidate
3. Additional questions to ask the candidate to make sure they are right for the job
4. Advice on how to best motivate this person if you choose to hire them
5. Our 100% satisfaction guarantee. If you are not happy, you don’t pay. It’s my company and you have my word on it. Steve Waterhouse, President

Bottom Line: You will make better hiring decisions resulting in:

• Lower turnover
• Higher Productivity
• Fewer personnel problems

All that for only $150 per assessment! (A small fraction of the cost of a bad hire!)

Go to hiring-success.com for full details and a copy of our free report on How to Hire The Best People.

Behavioral analytics can be used to assess a population of people and identify those who are more likely to behave in a particular way. The Predictive IndexÒ assessment, a popular behavioral analysis tool, has been used by many companies, including major shipping and transportation lines, to select captains, drivers and other critical staff. These companies see a significant reduction in accidents among the population that fit the ideal behavioral style.

While it is impossible to say for sure what happened in this tragic situation, the behavioral style of the captain should be one of the primary factors considered by the experts when assessing this accident.

Contact: Steve Waterhouse, President, Predictive Results, 904-269-2299 x102 steve@predictiveresults.com

This is a recording or a live webinar by Steve Waterhouse, President of Predictive Results.

If you think the Predictive Index® process would help your company, please contact us for a demonstration. We can be reached at 904-269-2299 x102 or steve@predictiveresults.com