Improve your company’s performance by placing the right people in the right hourly jobs. All of your company’s positions will benefit from job-fit assessments; they are not just for the salaried/commissioned employees. Studies have shown that selecting the right candidates and placing them into the appropriate hourly jobs will lead to greater work-force stability, higher productivity, and stronger profitability.
The Performer was developed to answer the needs of two specific areas of employment: Customer Service and Manufacturing / Production. These constitute the largest areas of employment for most companies today – thus the largest potential for turnover and lost productivity. The cost-saving potential of hiring the wrong candidate far exceeds the nominal cost of this predictive instrument.
Each Performer has an industrial database specific to its area of employment, developed from successful people within each job. When scored, the Customer Service Performer can compare your candidate to customer service oriented jobs in hospitality, retail, food, claims, etc. The Production Performer is for distribution, warehousing, manufacturing, trucking, delivery, etc. Customized patterns can also be developed, if your service or production needs are not addressed in our industrial database.
The Performer assessment contains two mental aptitudes:
1) Math Test: measures an individual's basic math skills, ability to use fractions and decimal calculations, and solve word problems
2) Numerical Perception: a visual speed and accuracy test to determine accuracy in identifying and matching numbers, symbols, and signs.
Personality does affect and dictate the success of salaried as well as hourly employees. As in the Achiever and Guardian, a brief narrative offers a description of the ten personality dimensions, and quantifies each dimension in a comparison chart. The Performer also offers suggested interview concerns.
In light of today's negligent hiring suits, The Performer is also a protective tool for the employer. The Admissions Section ensures that all legally allowed questions are asked, concerning current drug or alcohol use, and prior acts of theft.
Designed with 35 non-inferential, direct admissions questions that do not discriminate, this section safeguards and defends the employer against third party injury suits. It further enhances the employer's position because the candidate must sign the included statement, understanding that any attempt to mislead or falsify answers would constitute grounds for disqualification or, if hired, dismissal.
If any answer indicates undesirable behavior, a personal interview is strongly suggested, repeating to the applicant any question necessary.
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