Hear Chet interview a performance expert on
the importance of
YOUR psychological profile and that of your staff (superb learning experience)
GO HERE: http://www.chetholmes.com/chetandjohn.htm
“You’d be
crazy not to use these personality assessment services today, they
are scary accurate and can save you tens of thousands in your
hiring and management.”
– Chet Holmes
(Been
here, read this, need to skip to testing)
My first experience
with personality assessment. Those of you who are really
familiar with my work, know that I have some pretty brutal
interviewing methods to find out who can sell and who can’t. A
brief hint: We call it the “attack” part of the interview. We
put candidate salespeople into adversarial situations in the
interview and you can tell right away who can sell and who
can’t. It’s a powerful technique and it’s really made a
difference in many a company’s hiring— and in the lives of many
a client. Most companies have to wait six months to really tell
who can sell and who can’t. By then you’ve lost precious
opportunity and wasted a ton of money.
But even so, my “attack” method doesn’t tell you everything. I
put a candidate through all that and he passed with flying
colors. The client was a fan of “personality testing” and wanted
the candidate to be “profiled.” The test results predicted that
this person, while very outgoing, was going to be hampered
dramatically by an almost anal need to get every little detail
in place before he could sell. I said the test was wrong and so
did the candidate, so we hired him.
Six months later, he was fired for the very reason the test
predicted as his problem. This person needed every little detail
just so or he avoided selling. In some jobs, that’s fine. But in
this job, where he had to ad-lib and think fast on his feet,
this turned into a major problem. I became a believer of
“behavioral profiling” or “personality testing” that day.
Now four years later and 11 companies investigated, I’m finally
prepared to offer this service to my clients. You will NOT
BELIEVE how accurate these tests are. I just keep seeing it over
and over again. They will tell you every problem you’re going to
have with a candidate or employee and with scary accuracy. The
best $48 you will ever spend.
Assess
all of your current employees:
Do you have the right “types” in the various roles in your
company. A while back, another client of mine had a very solid
executive who’s worked for him for many, many years. A good guy.
Hard-working, great integrity and devoted as the day is long.
This client needed some help in the sales area of his company so
he moved this very capable executive into that role. The problem
is that the person did NOT have a natural affinity for selling.
Good executive, yes? Just NOT a SALES executive. This person
struggled in that job for years and the entire company suffered
as a result. There are four different types of tests you can put
your staff through:
Click
here to see an overview of tests and select the right one for
your needs
Assess all candidates.
New-hires cost you $60,000 when you make a mistake: We’ve
all made hiring mistakes. On average, studies show that a new
hire who doesn’t work out will cost you $60,000, at least. This
will be in supervisor time, training time, customers lost,
salary paid, loss of productivity, and so on. With tests like
these, that can accurately tell you a great deal about your new
candidates BEFORE you hire them, you’d be crazy to hire anyone
without having them tested. As already said: The best $48 you
will ever spend.
Click here to see an overview of tests and select the right one
for your needs
Why I chose this particular assessment
methodology. I learned more about this than you
really want to know, but here’s the brief explanation. Most
other tests, in fact every other one that I found, use a method
where they supply (for example) two statements and the prompt
tells you: “Choose the one that most describes you.” You read
them and your brain says: “You know what, neither of these
really describes me.” But you have to chose to continue. So you
end up choosing something that’s not really you, but it’s the
more accurate (not really) of the two descriptions. You are
FORCED to pick something that really doesn’t describe you.
Then when the profile comes back, it’s not really accurate in
some places, directly the result of you being forced to choose.
With the testing method we chose, everything is on a scale from
one to ten: it’s least like you to most like you. So you can
accurately chose the traits that are most like you or least like
you and on a scale. Hence, I have found the results extremely
accurate, much more so than any other testing method.
A profound breakthrough for myself—and
maybe you too: When I got back the results of my
testing, it described a behavior about me that not only didn’t I
agree with, I found it insulting. But the more I thought about
it the more I realized that it was true. The test had pinpointed
a weakness in my management style that I had never seen before. When I
was honest with myself I KNEW the test was accurate and it gave
me one of the better breakthroughs of my career. So you might
want to test yourself. Again, the best $48 you’ll ever spend.
Click here to test yourself!
