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  Different systems call it by different names. Some say "ideal profile" or "benchmarking", we'll refer to the task of identifying and quantifying Personality Characteristics and Traits as developing a "Baseline". Whatever one calls the process, developing a Baseline is developing Ideal Standards for hiring or promoting employees.

HOW TO IDENTIFY BASIC TRAITS

You look around your office and see many people doing different jobs, most happy and satisfied with their job. Once in a while you overhear one employee say to another "I'm glad I don't have YOUR job." Have you ever wondered why they may say that? It could be that their personality characteristics are so different from the person who actually DOES the job, that they know they would never be happy if they had to do the same thing.

It takes all kinds of personality types to build an organization. Some must be leaders, efficient and demanding while always looking at the "big picture" and the bottom line at the same time. Others just want security, a good pay check and well defined guidelines in which to work. They will keep doing the same tasks over and over, day after day and be quite happy.

Other positions need people who are relentless with detail. Very neat and orderly. Perhaps the bookkeeper, accountant or computer programmer for example. Where would the business be if they didn't pay rigid attention to every detail?

The company has an image too, and people who are outgoing, friendly and love to be with people and have a good time can be a real asset too! Perhaps some of the people in the advertising or sales department have this type of outgoing personality. The bookkeeper or the clerk can't imagine themselves having to call people every day that they don't know, introduce themselves and try and sell a product. At the same time, the top sales person can't understand how anybody can work all day inside and not go out and see people.

These are just a few examples of how the different personality types interact with each other and build a strong foundation for a company when they are utilized to take advantage of their talents, skills and personality traits. Once you begin to think about how each of these people play an important role, you'll be soon begin to see the COMMON characteristics in people doing certain jobs.

HOW TO MEASURE
PERSONALITY TRAITS

The first, and possibly the most important thing you can do, is administer a Personality Profile to each and every employee in your company. Don't worry, our reports are not expensive, but the information you can gather may be priceless!

What you're looking for are the Personality Types and Traits that make the best employees in a particular job so successful, and which Traits are out of balance in less successful people. Some companies make the mistake of just testing the BEST people. You need to test ALL employees and especially CONTRAST the best and the worst so you can identify the DIFFERENCES. Often, the best and the worst will share many common characteristics, but it is the Traits they DON'T share that could make all of the difference.

You may be surprised to find that some of the problem people you've had may not be such a problem at all, they may just be in the wrong job. The Hire Success System doesn't identify "good" or "bad" people, just people who may have a better chance of success in a particular job. Sometimes giving a difficult employee a different job compatible with their personality can turn them into a Super Star in the new job!

Note, we are talking about comparing different people having the same or very similar jobs. Perhaps John seemed like a good salesman, but he just doesn't seem to have as many appointments as Mary. After reviewing both of their personality profiles, you see they are similar in many ways, except Mary is more Outgoing and Aggressive than John. When you look at all of the best sales people, perhaps you notice the most successful ones are quite outgoing and aggressive like Mary, and the ones who barely pull their own weight just don't like to pick up the telephone and dial, resulting in fewer contacts, appointments and of course, sales. Having a more "introverted" personality may make it difficult for some people to make "cold calls". However, that same person, who may be failing in sales, might be the best customer support person in your company if given the chance. If you can identify the right people for the right jobs, you both win!

DEVELOPING THE BASELINE

CLICK TO VIEW A SAMPLE REPORTEach "Baseline File" represents an "ideal" range for personality types and Traits. Once developed, new applicants can be compared against the Baseline so you can quickly and easily see just how close they come to having the characteristics and traits that you know play an important role in that position.

Each "Baseline" Range is shaded in yellow on the Summary Report and Applicant Trait Values can easily be seen either inside or outside the target range. The Hire Success Report uses Graphics and Color to make a clear, concise presentation of the Data so Managers and decision makers don't have to hunt for the key information they need, especially during the interview.

It is important to note that the ideal Baseline for one company may be very different than another, especially if they are in different geographical regions. The Baseline for the best sales person in New York City will likely be quite different than the top person in Indiana, and visa versa.

This is why you need a TOOL to help identify, classify, quantify and apply this information. With Hire Success, you have just the tool, and best of all, it is simple, cost effective and is administered and printed on YOUR computer using the same Internet software you use today to view this site. You get just the information you want, quickly, efficiently and inexpensively. Isn't that what you're REALLY looking for? We'll even give you a FREE Personality Test on-line just so you can see for yourself just how easy it is, and how much accurate information you can expect from a Hire Success report.

MAINTAINING OBJECTIVITY

Sometimes it's difficult interviewing job applicants because, as humans, we have a tendency to want to hire people we LIKE rather than ones who have what it takes to get the job done. Quite often, we may like someone because they're similar to us and we get along. But the job they're interviewing for may require the exact OPPOSITE PERSONALITY than ours.

You can immediately see the problem. If we hire the person we like, they may not be as successful as we hoped. Having an OBJECTIVE TOOL to evaluate the Personality Traits that contribute to success in the company can help the interviewer and decision makers to be more objective in the interview process and be looking at the bigger picture instead of how we "feel".

This is much fairer for the applicant as well! There's nothing worse than interviewing for a job you KNOW you could do well but not be hired because you could sense the person conducting the interview didn't like your "style". In today's business environment, objectivity plays a very important role and we can provide you and your company with the tools you need to get started right away! Call Us Today, at:

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