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FREQUENTLY ASKED...
Are the evaluations from PEAC SYSTEM® EEOC approved?
Yes, our evaluation does 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...
How long does each evaluation take?
Though untimed, the PEAC SYSTEM® takes only about six or seven minutes, with report access process to follow within minutes, assuming decent internet service timing. A good evaluation with solid, well proven experience at the position you seek can add as much as ten points to the PEACSCORE©. Your Reader (when available and optional) can help with this.
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 a quarter of the process, and fifty percent, believe it or not, is how well you train and manage. The rest is experience in the position you seek. For the Personnel Services Industry, we do have an intense, online training program available. So, although the evaluation is in just a portion of the process, 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, and of course, you decide how much depth you need, and when... Keep in mind the online training is a solid foundation in communication, organization, record or matrix systems and such, and the stars will build on it, not detract...
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, but not overwhelmingly so. 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 'get rid' of those I don't want to hire? Regardless of the 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, - we are looking at others, and will circle back if we continue. You need not 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.
It is a predictive instrument that tells you, statistically, how many people in our database, with that profile, succeeded, or a percentage thereof. Keep in mind the variables: The PeacScore© is raw, which means not taking into account the background, the supervisor's style of training and management, and so on. Time invested with a Reader (when available and optional) can improve the score and help you come to a better decision. In this automated system, third party Readers (when available and optional) should be able to help for a nominal fee on appointment. In any case, your decision not to hire, is not based on a pass or fail score, but on a decision on your part as to time and money...
How many PEAC SYSTEM®evaluations 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. Limit your ad, 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, for the variables of experience, attitude and other checks come into play.
Your results, due to geographical area,
or in a particular season, may vary. It is, however, like fishing. If you insist
in advertising improperly and searching the job boards, it is akin to fishing in a catfish hole, and hoping for salmon. Not very productive.
However, there is a converse to that for the PEAC System® client who runs an accounting firm, engineering and IT systems team. There, you will need analytical, thoughtful, careful people, systems oriented, for example, so you should 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 wrong 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.
Can I have them take the PEAC SYSTEM® evaluation offline and on paper?
Yes you could if you are willing to do the work to enter the answers on line. In this 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 hit the market until we were nearly 5,000 units strong, in our industry, and now, we are well 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...
Well, how does that
PEACSCORE work?
On every evaluation, where you are attempting to identify a standard function, top to bottom in your inudstry, 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...
But our score has remained within one or two points across the board for predicting success, for many upgrades and thirty plus years. Still, your own style will make a big difference. But keep in mind, a score, for example, of 33-35 means this. Out of a hundred people scored at that level, one third made it, the rest, nearly 67% fell off in the first year, and most of those in the first few months. So no score actually says a particular individual cannot do that job. But you will decide how much time and money to invest, against the PEACSCORE, once you learn to trust us...
How does The PEAC SYSTEM® compare to others employment systems?
Better than anything we come up against, especially at the level of our low investment per evaluation. The competition that can just barely keep up with us will cost you nearly twice as much. This, judging by the number of converts who have told us their tale of woe! Well, that, and with the recommendations of much of the top Industry Trainers and Speakers over the years, we are pretty much at the top of the food chain, in comparison of cost against benefit. This applies across the board, from people oriented styles to systems where we can even separate team oriented from those who best work alone or remote.
We are directly responding to the communication style of the individual against the position you have in mind. Our accuracy is unparalleled in each industry. Our Readers (when available and optional) come from the staffing industry, which helps with understanding the requirements and expectations of our clients. 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 even 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!
READER: A Reader (when available and optional), is a third party individual that can help you for a nominial fee by appointment, to understand your report, based on solid training and background information. 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! Every person you are seriously considering should be discussed with the optional Reader. The Readers are on availability only, and as a strong backup, consider printing the Basic Understanding pages for solid training of your own abilities. 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!'
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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...
But our score has remained within one or two points across the board for predicting success, for many upgrades and thirty plus years. Still, your own style will make a big difference. But keep in mind, a score, for example, of 33-35 means this. Out of a hundred people scored at that level, one third made it, the rest, nearly 67% fell off in the first year, and most of those in the first few months. So no score actually says a particular individual cannot do that job. But you will decide how much time and money to invest, against the PEACSCORE, once you learn to trust us...
We are directly responding to the communication style of the individual against the position you have in mind. Our accuracy is unparalleled in each industry. Our Readers (when available and optional) come from the staffing industry, which helps with understanding the requirements and expectations of our clients. 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 even 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!
READER: A Reader (when available and optional), is a third party individual that can help you for a nominial fee by appointment, to understand your report, based on solid training and background information. 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! Every person you are seriously considering should be discussed with the optional Reader. The Readers are on availability only, and as a strong backup, consider printing the Basic Understanding pages for solid training of your own abilities. 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!'
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