Employee Recruiting
Employee Retention

“People are not your most important asset.
The right people are.”
                                     Jim Collins, Author
                                             Good to Great

Our mission is to help your company improve your hiring practices, increase employee retention and reduce the high cost of employee turnover.

A study by Michigan State University showed that job interviewing is only 14% accurate. Putting the wrong people in the job can cost your company more than their salaries when you consider how much it costs to find, recruit, train, and pay one person.

The solution is our unique, patented human resource benchmarking process, in which you benchmark your jobs, not the people in those jobs.  Then you measure the attitude and behavior of your current employees and job applicants to match them to the job benchmarking profiles.

Our performance needs assessment process, developed by Target Training International has proven accuracy, validity and reliability.  Use our human resource benchmark software for hiring, managing, and coaching employees and when doing a job performance review to meet the objectives of your performance appraisal system.

Below is a listing of some of our assessments that will help you design a successful hiring plan and find ways to motivate employees so they will stay with your company. Use our human resource staffing practices to raise your business productivity factors.

Our reports are easy and fast to complete; response time is 10-15 minutes. They are done online and delivered to you in an email attachment immediately upon completion.

Click to find out more about our
employee screening services and training

BENCHMARK SOFTWARE
Sample Assessments

You can get details and see samples of  all
our assessments listed below on our Assessments Page

Employee Recruiting

If your hiring policy includes job interview benchmarks and our employee screening services, you will reduce employee turnover and increase employee satisfaction.  You will also gain a better understanding of diversity within the recruiting and hiring process.

Job Benchmarking assessments

Workplace Behaviors™
Jobs Energizing People Profile™

Hiring assessments

Interviewing Insights/General™
Interviewing Insights/Sales™

The assessments will also give you questions to ask during an interview.

Use our Success Insights™ DISC and personal values assessments (below) when hiring to match the applicant to the job. 

Employee Retention
Employee Coaching

Employee retention studies show that job fit and managing employees by measuring and understanding their attitude and behavior will increase employee retention and reduce your average cost of employee turnover. 

Sample Success Insights™ assessments

DISC assessments
   Executive
   Management - Staff
   Sales

Personal Values assessment

  Workplace Motivators™
 

Action Plan for Productivity Improvement
Employee Satisfaction Surveys

Often, productivity depends on the job design.  Our Task Quotient/TQ™ assessments will give you clarity in designing each job to improve employee motivation and morale.

Below is a sample of one of our Task Quotient/TQ™ employee satisfaction surveys. There are five TQ assessments that measure employee satisfaction.  Contact us to see samples of the others.

Task Quotient Developmental Report™

We also have a variety of other employee assessments for specific areas such as Customer Service, Team Building, Time Management, etc. We will be happy to provide samples of these upon request.
 

You can get details and see samples of  all
our assessments listed above on our Assessments Page

• Read and download a report on the validity and reliability of our assessments

• Read and download a summary of the assessment validity and reliability report.

Legalities of Using TTI’s Assessments

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

Validation for purposes of the EEOC law is the technical process whereby the employer defends the use of a selection device, or a standard demonstrates a very close relationship between performance against the standard and performance on the job.

A company may not use any selection device or standard that has an adverse impact on the protected group. The protected group is usually a minority person, a female, or a person over the age of forty. But it can be anyone.

The Behavioral and the Values Instruments [used by The Estes Group] are developed by Target Training International, Ltd. The instruments and assessments have never been challenged by the EEOC. The Behavioral Instrument was first used in 1959.

EEOC legislation was aimed at employers who administered tests that were not job related or who discriminated against a protected group. For example, giving a math test to keep someone from being hired as a police officer was deemed not job related and therefore, illegal.

The Behavioral and Values instruments are job related. It is relatively easy to determine if they are job related. Simply test your top performers with the bottom performers in a particular job. There will be a difference in 99% of all jobs for which performance criteria has been developed.

The use of TTI’s assessments will remove human bias and truly provide the documentation required to prove a bona fide business necessity. The use of proper instruments will reduce or eliminate the risk of EEOC complaints.

EEOC information ©1993-2005. Behavioral-Values Research Associates, Ltd.