At TERAGRAM we offer business solutions not assessments. Our business solutions support

• Recruitment & Selection
• Performance Management and Employee Engagement
• Career and Succession Management

While most organizations use assessments for pre-employment purposes, our tools offer you so much more. In addition to choosing the Best Person for the job, here are some other ways our assessment instruments can benefit you and your organization.

• Identifying honest, hard-working, reliable, drug-free workers
• Creating job descriptions
• Identifying the best fit for internal promotions
• Improving Customer Service
• Improving team interactions and team building
• Improving the performance of managers
• Increasing Sales
• Leadership development
• Reducing employee turnover
• Retaining customers in a competitive marketplace
• Succession planning
• Understanding and motivating employees

Here of some reasons to use a pre-hire assessment

• Two of three new hires will disappoint in the first year
• Two of three employees would rather work somewhere else
• Ninety-five of 100 applicants will "exaggerate" to get a job
• Most hiring decisions are made in haste - during the first five minutes of an interview
• One of three businesses will be sued this year over an employment issue
• Turnover costs thousands of dollars for every departing employee
• Eighty percent of employee turnover is avoidable

ADDITIONALLY...

Résumé writers write great fiction
In a survey of recent college graduates, 95% said they would be willing to make a false statement in their résumés in order to get a job. Forty-one percent admitted they had already done so, according to a report in Nation's Business (May, 1999).

Assessment usage is acceptable, even expected
As reported in Molding Systems (May, 1999, v57 i5 p56(1)), a survey found that 92% of job applicants accept testing as part of the job qualification process. Only 3% resent it, while 5% were neutral.

Assessments offer a solution
Historically, employers depend upon résumés, references and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees.

The use of assessments has become essential to employers who

• want to put the right people into jobs;
• provide employees with effective training;
• help their managers to become more effective; and
• promote people into positions where they will succeed.

The use of assessments has resulted in extraordinary increases in productivity while reducing employee relations problems, employee turnover, stress, tension, conflict and overall human resources expenses.

Assessing behavioral traits improved the hiring success rate to 38%. When both thinking abilities and behavioral traits are assessed, the right people are hired 54% of the time. When an assessment of occupational interests is added, successful results improve to 66%.

The most impressive results are achieved when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, and the ability to measure against a "Performance Model" (benchmark).

These integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of candidates are compared to the qualities of employees who performing their duties in a superior manner. These 21st Century assessments successfully identify potentially excellent employees better than 75% of the time.

Performance Models (bench marketing) outranks all other factors
A well-documented study, published in Harvard Business Review concludes that "job match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."

The only reliable method for evaluating "job match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.