six questions for success

Six Questions for SuccessAsk the following six questions.

Arrive at one powerful solution.

Why you and your company needAssessments?

Questions You may have?

Val Rensink Lead Hub Coach Executive Career Hub A Solutions 5 Company

Can you reduce turnover?One of the greatest expenses that

an employer faces is training newemployees due to turnover. This isa hidden cost if you do notcalculate the expense.

Can you reduce turnover?You can check with the studies that

show average costs being about$14000 per new employee hire.

Can you reduce turnover?At an average car dealership , for instance,

that number can be much higher. There is the cost of training. There is the cost of lost sales ( called burning through customers). There is the cost of management time. There is the cost of setting up a new employee and the other HR investment of time.

What about legal Exposure?Remember the 90’s? According to R.Half

International 50% of downsized companies faced at least one wrongful termination lawsuit. They report that settlements ranged anywhere from $10,000 to $100,000. When you add a Winslow assessment to your hiring process it can help with avoiding mishiring or misplacing employees. A poor hire is a costly process.

What Happened after 90 days?Do your employees turn out differently

than their resume and interview lead you to believe? For different reasons almost any person can behave well for a short period of time. Most companies want a hire that is good for the long haul.

What happened after 90 days?The U. S. Department of Labor reveals

that 90 percent of all resumes containfalsehoods. The Winslow Assessmentcan offer you an objective way to cutthrough the subjective hiring data?

What Happened after 90 Days?Not on your game? The day of the interview

comes and you are not on your game. You feel pressured to make the decision. You know the loss of revenue because the position isn’t filled. You know the loss of good will from other employees when the work load goes up. You make a decision.

What happened after 90 days?Day 91 is the wrong day to find out

that you didn’t have objective information that you needed. The day after probation is up and what happened? Did your new hire instantly change?

Are you hiring Salesmen who can sell?

The Winslow assessment allows you tocompare each score result with otherdata from hundreds of thousands ofother subjects. It also allows you tocompare to specifically benchmarkedcareer classifications.

Are you hiring managers who can’t manage?

You will know instantly if that up and coming person or new hire has what it takes to be a manager now.

Could one solution solve it?There is a tool that can screen,

select, hire, train, manage and develop. Use the Winslow for performance reviews, promotions, downsizing or mergers.

Could one solution solve it?Can that successful technician

become a successful manager? You can take the guesswork out with a Winslow assessment.

What are your safeguards? The Winslow includes assessment controls to detect a

response that is meant to impress rather than communicate authentically. Winslow will only report when the controls are met in an assessment situation.

What are your safeguards? Imagine using a tool that has assessed the

personalities of tens of thousands of people all over the country. Denis Waitley says,” Winslow’s very detailed, individually specific reports for position analysis and career development are almost uncannily accurate in predicting performance results. “

6 Questions 1 Solution 1) Reduce Turnover Expense

2) Reduce Legal Exposure

3) Reduce hiring mystery

4) Reduce mis-matching

5) Gain Ease and Accuracy

6) Gain Date you can count on

If you found yourself needing… A workable answer to any of these questions

Then…

Give Val Rensink a call 760 985 6005

Or Email ValRensink@ExecutiveCareerHub.com

Use a Winslow report today.