Scoring: There is no magic, no opinion in the scoring system. What is known as the PEACSCORE© is simply a database record of those successful for at least one year, and productive or skilled enough to keep. It is not affected by profiles far more than a year in their position, nor those whom were never hired. Yet, this applies in all fields.

With thirty five plus years of collection, the scoring has not changed in better than twenty. Updates rarely affect it more than .5%, yet have gone both ways, up or down, to break even. This is why we recommend that you use a small spread, of a point either side of the score: A 50= 49-51.The bottom limit, from EEOC requirements, is a 20. This is because the government tells us that anyone can be trained to do anything. We add an important caveat: 'Certainly, given enough time and money!' And we have seen it happen.

Keep in mind, this does not measure intelligence in any way. This is why fascinating great scores, with little intelligence do just fine on the street corner selling drugs, and yet they cannot make it in the real business world... an example, not necessarily a fact.

So, a 20 is statistically a one out of five success ratio. The top score is 80. We have seen too many high scorers find their way into bigger money, and that leads to other problems, including outside influences like drugs, divorce, financial issues and such. Thus one in four will fall out, most likely, and four out of five will do well. Again, strictly as a data base statistical estimate.

Most of our clients soon come to the conclusion that an effective score (raw score plus experience) of less than 40 will most likely not be considered. Per EEOC rules, it is never the evaluation for your lack of interest. Like all managers, you are looking at others and will call them if you circle back. If they ask for the results, they get a clean graph and the Basic Self Report, only. Print these in advance and have them ready, per EEOC requirements. Keep them for one year.

40-50 is worth considering, unless a stronger candidate appears. 50-60 is much better profile, once adjusted to the manager’s style. *See the next two paragraphs below. Anything above 60 in your arena is almost a no-brainer. Unless you have a serious dislike of the resume or the person, or a lack of trust in what you see between the PEAC and the poor interview, they will usually deserve a chance.

*The variables that can change the score are important. A manager who is laid back, take it easy, with a soft approach, will have trouble with a strong ‘tiger’ who will run over him or her. We have seen strong profiles fall out simply because a sales or branch manager cannot handle that profile. This does not necessarily mean you must hire in your own profile. Sometimes, we who are in management, want better people below us to make the department run profitably.

*In systems orientation, a strongly disciplined, precise manager will have a great deal of trouble with an employee whose philosophy might be, “Close enough!” For those in the no team arena the high Extrovert will be a gadfly, often disruptive and not necessarily willing to buckle down and do loner work. The reverse is true in a team orientation to take on one that is very reserved, reclusive and not trusting. They often abhor unnecessary meetings.

In any case, take the score as a guideline, only. There are over fifty thousand combinations of profiles and traits, considering all of the Zones and the other facets on the PEAC evaluation. Occasionally, in our program, one slips through that is not scored properly. If you feel that it is not correct, highlight the contents of the upper box on the initial scoring page and send it to us. There is a link on that page. Indicate the position you are trying to fill, and of course, identify yourself. Someone will return the information either corrected or explained within one business day.

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