|
Hear
Chet Holmes interview Dr. John Marshall, performance
expert on the importance of
your psychological profile
and that of your staff.
 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 for 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 for 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 for an overview
of tests and select the right
one for your needs.
|
