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Are the evaluations from THE PEAC SYSTEM®
EEOC approved?
Yes, all three of our evaluations do not discriminate
in any way against age, race, gender, sexual preferences or the like. And though we
represent only about 25% of the hiring process, we are a very important part to
better than 2600 hiring managers across the USA, Canada, England, Australia,
Japan, Southeast Asia and
India...
How long does each evaluation take?
Though untimed, the PEAC SYSTEM® takes only about seven
minutes, with report information, verbal and
written, to follow within one business day. REASONING APTITUDE© is
timed at fifteen minutes, conducted in conjunction with the PEAC SYSTEM®. The
CASE Studies© is a one hour program, conducted by phone. All our evaluations
provide, at minimum, the written results in one business day, with every PEAC SYSTEM® evaluation followed up by
an in-depth, yet free, verbal reading on that next business day.
Does the system provide assurances of
success?
No evaluation can assure you or your candidate of
success, simply because the selection portion is only about
25% of the process, although
a highly important part, indeed! Our complete PEAC SYSTEM®,
from selection, training and through management, has reduced turnover
significantly, increasingly so in those companies who follow the
program closely. But any part of it will help, you decide
how much depth you need, and when...
What can I expect of the evaluation system,
then?
A 'heads up' on communication style, problem areas,
and suggestions on how best to capitalize on the strengths, while
working past the weaknesses of your employee. A step by step
instruction process to help you, the manager or owner, best reduce
turnover and build a productive office or company... In addition, we can suggest
reference questions, interview techniques and the like to help you with your
important decision...
Should I hire only 'perfect'
profiles?
No. In most cases, your own profile will relate better to
those 'left' or 'right' of the identified ideal, and you will enjoy the
most successes with those. If you only hire the 'ideal' (statistically
identified as the most likely to succeed) you may find you cannot
control, manage or train those particular profiles, and turnover
continues. This applies, of course, to the relationships between your
middle managers and their respective employees, too. We can help... knowing your profile as well as those you
intend to hire...
How do I 'get rid' of those I don't want to
hire?
As you always have, the old, don't call me,
I'll call you, because you are looking at stronger people, you are not certain
you have the time to train properly, you need experience... and so on. Why not
just blame the evaluation? Well, as explained
below, the PEAC SYSTEM® cannot tell you someone
cannot do the job, whatever you may be testing for. It is a predictive
instrument that tells you, statistically, how many people in our database, with
that profile, succeeded. Therefore, your decision not to hire, is not based on a
pass or fail score, but on a decision on your part as to time and money... And,
of course, if either of you are really unsure, you might want to talk to our
Readers about a CASE Studies© Evaluation...
How many PEAC® evaluations are
needed to identify someone close?
If you run the typical industry advertisement to
obtain people, you will attract people who feed on lots of information, and
will generate few questions in your target's mind. Limit your ad to
force the inquisitive to call and ask. The former might be as high as
ten or fifteen to one, while the latter can be reduced to as low as three or four to one.
Your results, due to geographical area, or in a particular season, may
vary. It is, however, like fishing. If you insist of advertising and searching
the web, it is akin to fishing in a catfish hole, and hoping for salmon. We do have an ad sample for our PEAC SYSTEM® clients... call us.
Can I use the CASE Studies© without going through the process of
either the PEAC SYSTEM® evaluation or Reasoning Aptitude©?
No. Although it sounds like a way to save money, you
will not receive the benefit available by a thorough, step by step
process. Change your thinking to recognize the potential loss
for a consultant or salesperson who falls off. In some environments,
that can be as high as $20,000 in just a few short months, and there are only a few arenas where it is
much lower. Then, the investment of our PEAC
SYSTEM® family, whether limiting to the PEAC SYSTEM® instrument, well
under $100, or the complete, three step evaluation program, testing
and role play, a little over $200, seems
negligible. Besides, you don't go through the entire program with each
individual you are considering... only those you might actually like
and want to hire! The PEAC SYSTEM®
is the first, and least expensive part of reducing turnover and increasing
productivity...
Is there software I
can buy, to run these myself?
No. Over these past twenty
five years on the market, we have experimented with various ways to
bring the most benefit to our clients. We quickly discovered that in
unbundling the services, such as eliminating the verbal reads in order
to shave a few dollars off your costs, the turnover climbed almost to where it had
been, and our clients were making decisions on partial or inaccurate information.
Hence, our reads are FREE! This encourages a flow of information from our
knowledgeable Consultants that
can help you make the right decisions, based on solid information. You
can literally discover how much effort (and money) you may need to
bring your prospect up to speed, and then decide if it is worth it! As
always, we do not make the decisions for you. EEOC limits such
guesswork on our part, and leaves those decisions to you, because,
after all, anyone can be trained to do anything... given enough
time and money!
Can I have them take it online?
Yes you can. Go to our website
home address and choose to take the evaluation online. The results are still
processed at our offices, and the reports will follow to your email box the next
business day. We try to process overnight and deliver in the morning. A Reader©
will call you that next business day for going over the evaluation to help you understand
each and every profile you run. Remember, per EEOC requirements, you may not use
the evaluation ahead of the interview to determine your desire to meet with
them, you must see them regardless. But, your interview can be far more
productive when you know in advance the strengths and weaknesses of the
candidate!
Should I benchmark my best people so I can duplicate them?
Absolutely NOT! The very concept raises the hackles on the
neck of the EEOC, and can get you in serious trouble. See, anyone can be trained
to do anything (says the EEOC- and we have seen the proof- It is just costly and
time consuming) and so, through a combination of luck, decent management,
various experiences on and off the job, some small percentage people, despite so
called poor profiles, will become top producers. However, EEOC expects a
sampling for prediction to exceed, at a minimum, 200 units. In our 90% first
year turnover, you won't have enough left to look. at. We did not hit the market
until we were nearly 5,000 units strong, and now, we are closing on 300,000!
That gives us very reliable statistics for predictability, and certainly, with
our Industry experience we can provide the right information, keys, whatever to
help make an individual successful. But we won't tell you to hire or not to
hire. That will always be your decision, based on money and time available,
against that predictive process...
Well, how does that PEACSCORE©
work?
On every evaluation, where you are attempting to identify a
standard function, such as sales, recruiting, business development, management,
franchisees, and so on, we have more than enough information and profiles to
give you an index that will tell you the possibility of success, following
standard procedures in training and management. Now, of course, most people have
their own idea for training and management, and some use tapes, CD's, some like
in-house, and some like dart throwing... But our score remains within one or two
points across the board for predicting success, and your own style will
make a big difference. But keep in mind, a score of, for example, of 33 means
that of a hundred people scored at that level, one third made it, the rest, 67%
fell off in the first year, and most of those in the first few months. So no
score actually says an individual cannot do that job. But you will decide how
much time and money to invest, against the PEACSCORE©,
once you learn to trust us...
How does The PEAC SYSTEM®
compare to others in the testing arena?
Very well, indeed, in fact, judging by the numbers of
converts, and the recommendations of top Industry Trainers and Speaker, we are
pretty much at the top of the food chain, in comparison of cost against benefit.
And, we are directly responding to the style of the individual against the
position you have in mind. Our accuracy is unparalleled in your industry. As we are focused in Consultative Sales, assessing
Competitive Communication, where pressure
closing and serious urgency are not the issue, but step by step process control
and multiple contact may be more important, we are far stronger. Most
evaluations, and role play assessment focus only on sales, per se, and thus miss
these important differences. More than 2600 managers across the USA and now, internationally, have come to trust The PEAC SYSTEM®,
and some of those have been with us more than twenty years!
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