Are the evaluations from PEAC SYSTEM® EEOC approved?
Yes, both of our evaluations do not discriminate in any way against age, race, gender, sexual preferences, disability or the like. And though we represent only about 25% of the hiring process, we are a very important part to better than 3500 hiring managers across the English speaking world...
Does the PEAC SYSTEM® provide assurances of success?
No evaluation can assure you or your candidate of success, simply because the selection portion is only about
25% of the process, and fifty percent, believe it or not, is how well you train and manage. For the Personnel Services Industry, we do have an intense, online training program available. So, although the evaluation is in that 25% zone, it is
a highly important part, indeed! Our complete PEAC SYSTEM®,
from selection, training and through management, has reduced turnover
significantly, increasingly so in those companies who follow the
program closely. But any part of it will help, but of course, you decide
how much depth you need, and when...
What can I expect of the PEAC SYSTEM®, then?
A 'heads up' on communication style, problem areas, and suggestions on how best to capitalize on the strengths, while working past the weaknesses of your employee. A step by step instruction process to help you, the manager or owner, best reduce turnover and build a productive office and/or company... In addition, with the optional, low cost READ, we can suggest reference questions, interview techniques and much more to help you with your important decision...
Should I hire only 'perfect' profiles?
If you can find them, certainly! Sometimes you have to look for the closest possible. Even so, more important, it may be no. In most cases, your own profile will relate better to those 'left' or 'right' of the identified 'ideal', and you will enjoy the most successes with those. But look for those stronger than yourself, i.e., closer to the ideal than yourself. If you only hire the 'ideal' (statistically identified as the most likely to succeed- from tenure and productivity studies of thousands of people in your industry) you may find you cannot control, manage or train those particular profiles, and turnover continues. This applies, of course, to the relationships between your middle managers and their respective employees, too. We can help... knowing your profile as well as those you intend to hire...
How do I turn away those I don't want to hire? For any reason...
EEOC says it can NEVER be the 'fault' of the evaluation. We are only about twenty-five percent of the process, but it is a very important twenty-five percent! As you always have, the old, - don't call me, I'll call you- concept is the best way. This should be explained that it is because you are looking at stronger people at the moment, and if you can, you will circle back to this individual... and so on. Why not just blame the evaluation? Well, as explained below, the PEAC SYSTEM® cannot tell you that someone cannot do the job, whatever you may be testing for.
How many PEACs are needed to identify someone close?
That depends on the industry. For the Personnel Services industry, if you run the typical advertisements, online or otherwise to obtain people, you will attract people who feed on lots of information, and will generate few questions in your target's mind. That is akin to fishing in a catfish hole for salmon. You will find a heck of a lot of catfish and few salmon.
Limit your ads, online or newspapers to force the inquisitive to call and ask questions. The former might be as high as twenty or thirty to one, while the latter can be reduced to as low as five to one.
Your results, due to geographical area,
or in a particular season, may vary, too. The best way is to think in terms of what you seek and put together your online ads with limited information to attract the curious styles that are willing to pick up the phone.
However, there is a converse to that. If you need analytical, thoughtful, careful people, systems oriented, for example, write long, descriptive ads for the job boards to attract those profiles. For sales or give and take positions, give minimum information and request a call. The less promising profiles will most likely not respond.
Is there software I can buy, to run these myself?
No. Due to the annual updates and corrections made to the proprietary formula, regarding the slight shifts in meaning for words, as well as the Norm Line, it would be too difficult to provide updates across a field of people who, for too many, would ignore them. The PEAC System® evaluations are best run online where the latest interpretations are kept current. You can, however, evaluate anyone at all, under your Client ID, for whatever purpose. (We have more than a few who sift thier potential and current relationships. Odd, but it works.)
Your Reader, available at this writing, free, and later, under the automated system for a nominial fee by appointment,
can help you make the right decisions, based on solid information. Keep in mind the fee for the PEAC System&Reg currently includes the Reader. No other choices. The automated PEACs will be much less expensive and you decide if you need the services of a contracted Reader.
You can literally discover how much effort (and money) you may need to
bring your prospect up to speed, and then decide if it is worth it! As
always, we do not make the decisions for you. EEOC limits such
guesswork on our part, and leaves those decisions to you, because,
after all,EEOC says that 'anyone can be trained to do anything...'
We add: 'possibly, given enough time and money!'
In the coming automated system, can I still use the PEAC SYSTEM® evaluation on paper?
Yes you can if you are willing to do the work to enter the answers on line. In this coming automated program, there are no people assigned to handle paper submissions. But why? There are very few professional level candidates without access to a computer system. Remember, per EEOC requirements, you may not use the evaluation ahead of the interview to determine your desire to meet with them, you must see them regardless, even it is only a 'courtesy' interview. But, your interview can be far more productive and efficient when you know in advance the strengths and weaknesses of the candidate!
Can I 'benchmark' my best people so I can duplicate them?
Oh, NO! Absolutely NOT! The very concept raises the hackles on the neck of the EEOC, with fines and penalties and such, and can get you in serious trouble. See, anyone can be trained to do anything (says the EEOC- and we have seen the proof- It is just costly and time consuming) and so, through a combination of luck, decent management, various experiences on and off the job, some small percentage of people, despite so-called 'poor' profiles, will become decent producers. However, EEOC expects a sampling for 'prediction' to exceed, at a minimum, 2000 units. In an industry that suffers as much as 90% first year turnover, you won't have enough left to look at for years. We did not enter the market until we were nearly 5,000 units strong, in our industry, and at this writing, we are over 200,000!
That gives us very reliable statistics for predictability, and certainly, with our Industry experience we can provide the right information, keys, whatever to help make an individual successful. But we won't tell you to hire or not to hire. That will always be your decision, based on money and time available, against that predictive process...
On every evaluation, where you are attempting to identify a standard function, top to bottom in your industry, we have more than enough information and profiles to give you an index that will help you determine the possibility of success, following standard procedures in training and management. Now, of course, most people have their own idea for training and management. Some use tapes, CD's, some like in-house, and some like dart throwing...
How does The PEAC SYSTEM® compare to others in the employment testing arena?
Better than almost anything we come up against, especially at the level of our low investment per evaluation. The competition that can keep up with us will cost you nearly twice as much, and often much more. There are others, less expensive, akin to party games, that will not provide consistent information you can use. And, certainly, not tailored to your industry, as is the PEAC System®. This, judging by the number of converts who have told us their tale of woe! Many have gone away over the years to save money. Almost without fail, all are back within a year or so, having spent unnecessary money in lost production and high turnover.
Well, that, and with the recommendations of top Industry Trainers and Speakers, such as Danny Cahill and others over the years, we are pretty much at the top of the food chain, in comparison of cost against benefit. We are directly responding to the communication style of the individual against the position you have in mind. Our accuracy is unparalleled in your industry. Our Readers come from the staffing industry, too. We have been where you are, in the trenches, in the hotseat for management, and some of us have been the owners and franchisors.
Think Competitive Communication, where pressure closing and serious urgency are not the issue, but step by step process control and multiple contacts may be more important. In these arenas, we are far stronger. Most evaluations, and role play assessments focus only on sales, per se, and thus miss these important differences. More than 3500 owners/managers across the USA and now, internationally, have come to trust The PEAC SYSTEM® and some of those have been with us more than twenty years!
Prior to the cutover to the automated system, your company may be eligible for up to three free PEAC System evaluations as an introduction to our family of services! (requires 3 people, including yourself and two on your teams.)
