It's Time To Strengthen Your Chain!

All it takes to break a chain is one weak link. In the business world, that one weak link is very often a person. And the reason they're the weak link is not because they're a bad person, it's because they're not suited for the role they're in.

Our job is to help you reduce the number of weak links in your business by helping you properly qualify people for their roles. Here's how we do it.

The "Traditional" Approach
The "traditional" approach when selecting someone for a job or franchise is to use only an interview or an interview with a personality profile thrown in. Depending on what they're being used for, sometimes they work great, and sometimes they're not so accurate.

Candidates need a different set of attitudes, beliefs and skill sets that apply uniquely to that job or career. For instance, someone that is a top performer serving customers in a Quick Serve Restaurant has a completely different set personality traits, behaviors and situational judgment needs than a Restaurant Manager.

A franchisee is even more different. They're running their own business while still working with the franchisor. Because they're working with a franchisor, they're typically not as entrepreneurial as someone that that starts a new business completely on their own, and yet they're not an employee either.

Use the right tool for the job
It's far more intelligent to use the right tool or tools for the job. Maybe the right tool *is* a personality profile. But maybe it will be a behavioral assessment. Or maybe it will be something to measure job specific situational judgement. And sometimes it may be a combination of all three. Here's an example of why it's so important to look at more than one selection method.

The U.S Gov't and Predicting Performance with Personality Tests
According to the U.S. Office of Personnel Management, "Personality tests have been shown to be valid predictors of job performance in numerous settings and for a wide range of criterion types, *but tend to be less valid than other types of predictors*." See http://apps.opm.gov/ADT/Content.aspx?page=3-08 under the "Validity Considerations" section.

Also see their "Summary of Assessment Methods on Five Considerations"

Given that, doesn't it make sense to look at job specific methods to reliably predict performance of the applicant? The only way to do this is to use as many different methods as needed for that job.

The 7 Steps to Effectively Selecting for Performance
Below is a graphical representation of the accuracy level of various franchisee or employee selection methods. Not all of these steps need to be used to achieve the best accuracy. In fact, some of them such as the unstructured interview should never be used.

Where to Begin
The first step is to develop your own structured interview system. To help you get started, we've developed a set of interview questions you can use to get a head-start on the competition. Included in our "Interview Guide" is the United States Office of Personnel Management's "Structural Interviews: A Practical Guide". Call Fred Berni @ 800-719-9993 for more information and to get a copy of our "Interview Guide" by e-mail.

Your Intelligent Choice
The Dynamic Job-Specific Qualification Processes are your intelligent choice for choosing the best candidates available because we've developed tools for the job's unique needs. Each Qualification Process uses one or more of the various steps from the "7 Steps to Effectively Selecting for Performance" chart. When used as recommended, the Dynamic Qualification Process will predict performance with incredible accuracy.

Our system has proven to be so effective that when studies were done at University of Waterloo on just one part of Dynamic Franchisee Qualification Process, one of the students wrote his Master's thesis on its effectiveness (copies available on request).

Independent unbiased evaluation of its effectiveness shows that, on one of the FranchiZe Profile dimensions, "every 1-point increase in a franchisee's score corresponded to an estimated increase of over $19,500 in outlet sales"(1)(*). Another recent study found that "there was a $15,675 increase in annual sales for every single-point increase on another dimension."(2)(*). When evaluating the effectiveness of any test, or process, make sure that the research was done by an independent third party. Otherwise, the results you see may be a highly selective interpretation of scientific data.

That's why we call the Dynamic Job-Specific Qualification Processes the intelligent choice. We've taken the very best of 3 different methods of evaluating an applicant (personality, behavior and attitudes/beliefs/job specific situational judgment) and compare every applicant to successful people in that particular job every step of the way.

Strengthen your chain today! Use the right tool for the job - the Dynamic Job-Specific Qualification Process.

(1) The I/Opener - UW's I/O Psychology Newsletter (Summer 2005) - copy available on request.
(2) Page 11 - Study conducted on a B2B service company in 2005 - copy available on request.
(*) Studies completed at the University of Waterloo