Please select a case study:

A retailer in the United Kingdom wished to improve the performance of its employees through better hiring practices. The firm turned to Profiles International for assistance in determining the relationship between employee productivity and key job-related traits, interests, and abilities in order to enable them to effectively select top performers. ...read the full case study >>

‘We don’t keep everyone we recruit but our retention rate has gone from 9 months to 15/16 months and the cost of the Customer Service Perspective, when compared with higher turnover rates is insignificant. Our reputation in the way we recruit, train and develop our teams is known to the competition, and we find that we get many applications from employees of our competitors, but appear not lose our people to them.’...read the full case study >>

Bibby Financial Services was founded in 1981 and is part of the family-owned Bibby Line Group, which celebrated its bicentenary in 2007. The company provides cashflow solutions to small and medium-sized enterprises (SMEs). A typical client is an owner-managed business, which sells on credit and is looking for a flexible source of funding to help it grow its business....read the full case study >>

Established in 1979, Rosewood Hotels and Resorts is a privately held, ultra-luxury hotel management company based in Dallas, Texas. With more than 20 properties around the world, including the U.S., England, Mexico, Saudi Arabia, Dubai and the Caribbean, Rosewood is a recognised leader in the resort industry. It has received more than 200 awards and honors from the likes of Travel + Leisure, Conde Nast and Forbes Traveler magazines.
...read the full case study >>

How to Retain Employees with CSP

Profiles' clients hear this message repeatedly: Carefully consider how well an employee's core behaviours fit with the actual job he or she will be performing. As this case study illustrates, an organisation will enjoy the benefits of understanding its workers and replicating the skills of top performers.

Background
Leaders at a financial services organisation wanted to increase employee retention. Their solution was to conduct a two-year study with Profiles International to examine the relationship between employee turnover and how strongly candidates matched positions they sought. Customer Service Profile measured this relationship.
...read the full case study >>

This month's Case Study comes from a publicly traded insurance holding company employing more than 400 people. Leaders are able to clearly describe the organisation's culture and their expectations of employees. They also describe how employees can achieve success within the culture.

...read the full case study >>

This issue of Profiles Advantage examines the reason why smart employees fail to hit their stride on the job. Our case study looks at employee productivity levels at a healthcare organization, and how managers improved productivity and hired more employees who excelled at their jobs.

The study looks specifically at the relationship between employee productivity and Job Match to ProfileXT®. The client used PXT software as a guide for constructing a Job Match Pattern to identify the measured characteristics that differentiate top and bottom performers in the enrollment specialist job.
...read the full case study >>

An institution of higher learning wanted to hire workers who would be successful as enrollment counselors. ProfileXT's job match percent, which offered the institution an indication of good performance when measured by job fit, used a "lead to enrollment" score to help determine top and bottom performers in the position.

Participants
The organisation chose 64 employees for the performance analysis. The results, which ranked the workers by their scores on the "lead to enrollment" question, revealed a strong linear relationship between job performance and the percent match to the pattern. This means that the higher a worker's percent match to the pattern, the greater the probability he or she would achieve a high performance score.

...read the full case study >>

Ten percent of your organisation's employees will be laid off within the week, and you convened a meeting of top managers to let them know. You then instructed them to tell their teams. You discovered that one manager put the bad news in an email addressed "To whom it may concern," with no explanation and no offer to discuss the bad news in person. How do you address this?...read the full case study >>

Today's economic reality calls for team players. Your team managers nod their heads each time you say that, indicating that they understand.

But right after your last meeting, three managers tell you that Dan, a capable worker recently promoted when his supervisor retired, is running his team like it's in another city. ...read the full case study >>

Although leaders often notice certain behaviours in managers who are resistant to change, leaders may not recognise these behaviours as symptoms of resistance. Here is what to look for:
• expressions of frustration at the mere suggestion of change
• skepticism when someone notes that change is necessary
• resistance even after concerns are addressed
• reminiscing about "the old way" instead of embracing what will come
• doing things the same way but expecting new results
• obvious discomfort with the ambiguity that change brings
• communicating a different message to team members than the one they heard from top leadership

...read the full case study >>

Companies suffering from low worker productivity need to investigate how well their employees match their job duties. One financial services organization in the Southeast, facing a productivity problem, conducted a study to examine the relationship between employee performance and job match to the ProfileXT®. What they learned has armed them to better select productive employees.

...read the full case study >>

When four sales associates out-produce their colleagues by more than 2 to 1 in annual sales dollars, what do you do?

A medical device distribution organization dealt with this question by using sales figures to rate their top salespeople, and then by using the ProfileXT® to discover the traits of those people so that their success could spread to others.

...read the full case study >>

99% Success at VHI Healthcare


Editor's Note: Both ProfileXT® and CheckPoint360°™ give organizations a head start in identifying and hiring productive employees. Leaders at VHI Healthcare in Dublin discovered this when they used the two products in their occupational health and employee healthcare company, which provides services to more than 300 organizations in Ireland. Michael Owens, director of VHI Healthcare's human resources department, details what happened....read the full case study >>

This study from the Journal of Business focuses on one organisation’s adoption and use of a specific job matching assessment instrument for all of their hiring decisions over a three-year period. The paper examines the effectiveness of the organisation’s hiring assessment tool as a process for reducing their new hire turnover. The results of the study shows a significant improvement (reduction) in the new hire turnover, compared with the previous three-year period without utilising the tool. These findings are consistent with years of empirical research on personality, consisting of characteristics behaviour measurements that predict how an individual behaviour in various situations (Greenberg, 1980).

Hassan Pordeli, Jacksonville University, USA
Mohamad Sepehri, Jacksonville University, USA
Russell Baker, Jacksonville University, USA
Tom Burke, MPS Group, USA...read the full case study >>

Users of the ProfileXT frequently report the results of applying Job Match Patterns to help resolve difficulties in their businesses. A few of these results are reported here to demonstrate the effectiveness of this assessment in actual use....read the full case study >>

I was asked to provide an independent evaluation and summary of the ProfileXT for Profiles International, Inc of Waco, TX. Below is the description of that evaluation. My background includes twenty years of test development and validation work, doctorate in psychology with specialization in employment testing and development, and continuous experience in test construction and validation with public and private-sector organizations....read the full case study >>

The main parameters for conducting relevant research for use by employers has been carefully and completely set forth in both the ProfileXT – Executive Summary and the associated Technical Manual. These have been presented by virtue of explaining in some detail those elements considered necessary for the research. This research includes job analyses and the necessary statistical approaches used to analyze data. Also shown are explanations of the normal curve, a construct validity approach, reliability and last but not least whether adverse effects were present in the data....read the full case study >>

Aegis Lending, Profiles’ Client of the Year, is a diversified mortgage banking company with 101 branches from coast to coast. The company employs about 2,700 people and does over $5 billion in business annually....read the full case study >>

The Novartis Ciba Vision sales team of 37 salespeople was averaging 109% to their budget however the figures were skewed by their top performers and hid the fact that a significant number of sales staff were under achieving. In effect, Novartis Ciba Vision’s top ten salespeople were averaging 125% to target while the bottom 7 averaged only 92%....read the full case study >>

It was determined that Learning Index scores are a good indicator of whether a person will leave or not. Participants in the sample who scored less than 6 had a turnover percentage of 64%. Participants who scored greater than or equal to 7 had a turnover percentage of 14%....read the full case study >>