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| Contact a Performance Management Specialist for a complimentary
demo of accuracy and ROI. |
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For
more information about PHD performance solutions,
call us Toll-Free 1-877-HIRE-PHD (447-3743).
 Send
page to a colleague |
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Hiring accuracy by performance
criterion
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jhj |
A national financial services company succeeded in
improving hiring accuracy for a key revenue generating position from slightly better than 50%
to more than 88%.
Read
more about these results
below. |
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Client Company: Large, nationally-situated financial services organization
Challenge:
Improve
performance levels in a Relationship Manager position;
establish a system to screen-out under-performers and
screen-in individuals capable of consistently meeting
company performance targets.
Solution:
PHD created company-specific performance benchmarks that identified unique sets
of
competencies associated with top, average and low performing Relationship Managers.
The accuracy of the customized performance models was then validated after running
a series of 'blind' hiring simulations. The hiring benchmarks were specifically
designed to screen-in those who possessed the necessary competencies associated
with
high
performance in the position and screen-out those whose competencies
ranked in the average
or low performer range.
Procedure:
Data collected from the organization's existing Relationship Manager workforce
were
used
to create the customized performance benchmarks. Relationship Manager's were
only
required
to
complete
a brief 10 minute online survey that measures a range of important competencies.
Once collected, the employee competency data were evaluated along with actual
performance data for three key performance criteria.
The analysis, and subsequent performance benchmarks, very clearly identified
the competencies that would be needed for high performance as well as those
associated
with less
desirable levels of performance. Individuals applying for Relationship Manager
positions within this organization simply complete the 10 minute survey and their
suitability
is determined
instantly for the company hiring managers.
Results:
Use of PHD benchmarks has required no dramatic change to their hiring
procedures. They have simply added the 10 minute competency surveys as an additional
step
in the hiring process.
When the customized performance benchmarks were included in the hiring process,
the
following
results were obtained::
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PHD
will create similar, customized hiring benchmarks for your
organization entirely at no cost on a trial / evaluation basis.
We will demonstrate the accuracy of the tools and help you
to calculate your expected return on investment based on the
validation results. We believe in proving the value of our
tools first. Take advantage of our no risk, no obligation offer today. |
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