Profiles International

Enabling the High-Performance Workforce

•In business continuously since 1991

•40,000 Clients Worldwide

•International PresenceOver 118 countries, 32 languages

•We are a Microsoft Certified Partner & HR XML Compliant

•We provide a great candidate experience so that it’s fun to take an assessment.

Companies Face Two Types of Challenges…

People ChallengesSystem Challenges

Profiles International focuses on people challenges.

What It Takes to Build a High Performance Workforce

Select the Right People

Integrity Substance Abuse Reliability Work Ethic Job Fit

Make Managers More Effective

Appraising Management Techniques

Improving Communication Skills

Developing Leadership Competencies

Accelerate Employee Productivity

Retaining Top Performers Training Coaching Engaged Competent

High Performance Workforce Solution

Your Challenge:

To ensure that every “people” decision—

whether hiring, promotion, or development is

aimed at achieving

Superior Sales Performance.

A new Sales candidate is like an iceburg:

You can see what’s above the surface…

But what lies below the surface is hidden…and it can make all the difference between success or failure in a salesperson’s performance.

Get the Whole Picture byusing an accurate Sales Assessment Tool to

measure the Total Person.

10% - Good, but limited information:

Skills

Experience

Education

90% - Essence of the Total Person:

Thinking Style

Behavioral Traits

Occupational Interests

SALES PLACEMENT REPORT

The Profile XT-Sales assessment averages 82% accuracy…that’s four out of five top performers, reliably.

Competing assessments only average in the low ‘60s.

What it measures:

• Can the persondo the job?

• How will the persondo the job?

• Will the personwant to do the job?

The Job Match Pattern:

• The Shaded areas indicate an example of a (hypothetical) Custom Job Match pattern

• A Job Match pattern shows the required Core Competencies for a specific job in your company. A custom Job Match pattern can be derived by assessing a group of your current Top Performing Sales people.

17

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

10987654321

Thinking Style

Behavioral Traits

Occupational Interests

Job Profile SummaryDemonstration Pattern – NOT FOR ACTUAL USE

The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.

Top three interests for this position

Lowest three interests for this position

Financial/Administrative

Technical

Mechanical

Enterprising

People Service

Creative

I nterests Ranking

10987654321

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A Good Match

17

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

10987654321

10987654321

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Thinking Style

Behavioral Traits

Occupational Interests

Job Profile SummaryDemonstration Pattern – NOT FOR ACTUAL USE

Overall Job Match

Distortion – 8

94%

Job MatchPercentage

95%

8

6

Job MatchPercentage

95%

Job MatchPercentage

91%

Top three interests for this position

Lowest three interests for this position

Technical

Creative

Mechanical

Financial/Admin

People Service

Enterprising

I nterests Ranking

10987654321

10987654321

10987654321

10987654321

10987654321

The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.

10

4

5

4

7654321

10987654321

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A good match is indicated by a cumulative job-match score in the range of 75% - 95%, the higher the better.

22

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

10987654321

10987654321

10987654321

10987654321

Thinking Style

Behavioral Traits

Occupational Interests

Job Profile SummaryDemonstration Pattern – NOT FOR ACTUAL USE

Overall Job Match

Distortion – 9

59%

Job MatchPercentage

86%

2

2

Job MatchPercentage

56%

10987654321

10987654321

Job MatchPercentage

35%

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Top three interests for this position

Lowest three interests for this position

Technical

Creative

Mechanical

Financial/Admin

People Service

Enterprising

I nterests Ranking

The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.

10987654321

10987654321

10987654321

10987654321

10987654321

10987654321

7654321

10

8

4

1

A Poor Match

A poor match is indicated by a cumulative job-match score that is below the desired range of 75% - 95%, indicating a probability of low satisfaction with a candidate’s performance.

SALES PLACEMENT REPORT Areas of possible concern:

Areas of possible concern are indicated and explained in detail.

SALES PLACEMENT REPORT

Suggestions for pre-hire interview questions

Suggestions are provided for additional questioning during the next interview.

SALES PLACEMENT REPORT

Additional pre-job offer considerations

Suggestions are provided for additional consideration before extending a job offer to the candidate.

Phase One

•Schedule PXT-Sales assessments for entire Sales Department

•Develop a custom Sales Job Match Pattern from your Top Performers

Phase Two

•Review Pattern results

•Make manual adjustments if needed

Phase Four

•Monitor ongoing Recruiting usage

Phase Three

Training:

• Administrator (HR)

• Sales Managers

Phase Five

6-12 Months• Review Pattern, adjust if needed

12 Months•Longitudinal Studies•Annual Progress Report / ROI

Implementation of the PXT-Sales assessment into your organization:

Accurate Selection and Onboarding

Use Sales Job Match Patterns For:Use Sales Job Match Patterns For:

Enhanced Coaching and Mentoring Individualized Training Needs

Accurate Promoting

Managing Performance

Succession Planning

Use All of Your Resources

Sources: Professor Mike Smith, University of Manchester, August 1994John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90;Robert P. Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytical Review, Personnel Psychology,Winter 1991, p.703. Michigan State University’s School of Business.

14%

26%

38%

54%

66%

75+%

Interview

Reference Checking

Personality Testing

Abilities Testing

Interests Testing

Job Matching

Here’s what the U.S. Department of Laborsays about assessments:

• Employment tests can be used to gather accurate information about job-related characteristics. This information helps assess the fit between people and jobs.

• Tests can be used to predict employee and applicant job performance.

• Appropriate use of professionally developed assessment tools enables organizations to make more effective employment-related decisions.

Thank You!

David DennardProfiles International, Inc.

972-701-0222