A Picture Is Worth a Thousand Words (and $6,500)
Have you ever heard the saying, "A picture is worth a thousand words?" Well how about "A picture is worth 6,500 dollars?" Sixty-five hundred dollars is the estimated amount it costs an organization for each employee that quits within the first 90-days. Reducing turnover keeps these costs under control. Exit interviews often report statements such as, "If I had only known?" or "I didn't realize I had to?." Employees making these statements obviously did not have a full understanding of the new position for which they were hired. As a result, they often perform poorly or quit. This early turnover costs organizations literally millions of dollars per year.
To avoid costly turnover, applicants need a clear picture of the job for which they are hired. EASy? Simulations provide applicants with the most realistic picture of the job and provide organizations with an accurate picture of the applicant's skills. Don't use simple words when you can use EASy Simulations because realism gets results!
The Revolving Door
Are you stuck in the revolving door of turnover? Our clients report that up to 50 percent of turnover can be attributed to a poor selection decision. If a new hire is a poor match for the job, he or she will leave, or even worse, will stay and disrupt morale causing others to leave.
Don't get stuck in the revolving door, allow us to incorporate our Success Building Profile into your hiring process and stop going around and around with turnover. The increased hiring accuracy will improve your retention and increase employee willingness and ability to learn. Our simulations have consistently been proven to increase retention 25-70 percent. Less accurate tests just perpetuate the revolving door and strain the recruiting and training dollar. Choose the Sales Advisors solution and slam the door on turnover!
Unlock the Secret Competitive Advantage
The secret to gaining competitive advantage is to manage employees and target a performance plan for each employee. All employees are not the same, so why not target performance plans to their needs? Specific, targeted performance management produces outstanding results. Generic programs produce only marginal results. Why settle for less?
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