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OUR MISSION FOR YOU!
by George W. Tucker, MS
 Let me refresh your thinking on what The PEAC SYSTEM® is attempting to do for you.
We should all recognize that there are variables beyond the testing phase's control. However, the value of testing extends into the future, too, under training, even management, your style and your employee's. To list success factors specifically, they are KNOWLEDGE, UNDERSTANDING, ATTITUDE and BEHAVIOR. The testing phase, if it is good, helps screen out true behavioral difficulties. Our REASONING APTITUDE© may help screen those with difficulty handling the information your environment may require, and CASE Studies© can help determine what additional training or expertise the individual brings to you.
Additionally, because we can measure those behavioral weaknesses, we can help add information to the training program or process to strengthen the candidate, should you elect to hire. If we can give you the right information, based on personality, we can effect behavior and attitude.
When it comes to failure, however, there are four other major areas to consider. SELECTION, TRAINING, MANAGEMENT or OUTSIDE INFLUENCES. Here, The PEAC SYSTEM® can address the first three, at least to the extent that you are willing to buy in to the program. Not we, nor any other testing service can do much about the outside influences.
Well, then, on sheer statistics alone, we touch the initial 25% of the process. On those willing to get involved and follow suggestions, perhaps as much as 50%. The rest of the "success" or, as happens, "failure," is up to you.
But, consistently, our PEACSCORE© has held with the success rate of those hired, usually within two to three percentage points, across the board. In translation, it means that if an individual scores a '60,' you could hire a
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hundred, and lose only forty. But you will, unfortunately, lose that forty. Still, a better sense of predictability than a
SWAG*, don't you agree?
One thing we discovered, is the need for patience. If you are following our recommendations, especially for those left or right of center, you need to wait to see the results. Quality shows in the first two years, they either "got it" or don't! For those of you who've dealt with us a while, you know our slogan:
Anyone can be trained to do this business, given enough time and money!
The purpose of The PEAC SYSTEM® is to improve your odds, decrease your costs. The principal advantage for The PEAC SYSTEM® on tenured individuals, however, is to help overcome a downward spiral through proper communication and management. Without understanding the personality and communication style of the individual, you are shooting in the dark!
For those of you who use us regularly, you know that we give a wide range of acceptable scoring, based on your own style of management and communication. Some of you can train and develop "forties," while others shouldn't attempt less than a "sixty!"
Experience in the marketplace, especially in your industry will buy back many points, as well as some suggestions that you dig into that experience, see if any of it parallels what you want the candidate to do for you. If it does not, the extra points won't matter! Make sense?
So, then PEACSCORE©, alone, isn't the answer. it is the combination of aptitude, attitude, experience and intelligence that make a good hire, and the style should come reasonably close to job requirements, in your environment. Anything less, on any of these, is asking for the candidate to fail...
*Scientific, wild-ass guess!
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