No matter how great an applicant looks on paper or how smooth they appear during the job interview, many are experts at fooling the most experienced recruiter. Difficult personality characteristics, low skill levels, and even issues with integrity may not surface until you have made that costly hiring decision. You are then left to deal with the emotional strain and potential legal problems associated with having to terminate a bad hire, not to mention all the hard costs associated with having to recruit again—more time spent on interviews, re-training, and loss of productivity. The answer to deal with these costly hiring mistakes is to assess candidates for their job fit. Our recommendation is to use our custom approach to pre-employment hiring assessments to ensure that your organization only tests for behaviors and skills that are relevant to the job.

The answer to deal with these costly hiring mistakes is to assess candidates for their job fit. Our recommendation is to use our custom approach to pre-employment hiring assessments to ensure that your organization only tests for behaviors and skills that are relevant to the job.

In a recent survey, the number one challenge for business owners and sales managers is to improve top line growth and find great sales talent.

The Credibility Selling System is a way to develop strategies that will produce results and recruit, hire and retain great sales talent!

The Credibility Selling System is a way to develop strategies that will produce results and recruit, hire and retain great sales talent!

People don't like to be sold but they love to buy! Why do they buy? Fundamentally, one of the following motivations:

Credibility Selling is based on the philosophy that people buy when they are convinced, they are making a good decision based on what they feel is valuable to them individually and their stakeholders. 

Credibility Selling is based on the philosophy that people buy when they are convinced, they are making a good decision based on what they feel is valuable to them individually and their stakeholders. 

The Credibility Selling System is focused on what salespeople need to do to earn new business: 

It's a fact that now more than ever before, it takes great sales talent to consistently bust sale goals and consistently acquire new business. To get this job done, it is critical to attract top sales talent and train them to earn the confidence and trust of the people who purchase your products and services.

In order to assure your sales team will consistently earn new business and sell your value proposition at a profit, you must know how to hire salespeople that have what it takes to make this happen, and you need to hire people that have the mental capacity, behavorial traits and motivational interests to become an above-average sales producer.

Develop a recruiting and selection strategy to ensure you can find and hire people who can become great sales producers.

Determine before you hire if your candidate has these critical, credibility selling, success factors:

In every sales opportunity, there are several stakeholders involved in the decision to buy. Credibility Selling is a system that helps you understand where you are at any given time in the sales process vs. your main competitor and helps you strategize with your sales team to move you closer to the sale.

The system covers six important credibilities to a close a deal, they are: Knowledge Credibility, Source Credibility, Solution Credibility, Task Credibility, Trust Credibility, and finally Price Credibility.

We encourage you to contact us to have a brief discussion and sample a few of the tools that are used in this system.

For over 35 years, we've been dedicated to helping companies accurately identify candidates who are not only the right fit for the job but also align with the organization's culture and values. We recognize that finding the right people for the job can be challenging, especially when relying solely on traditional methods like reviewing résumés and conducting interviews. These methods often don't provide a complete picture of a candidate's potential, which can lead to costly hiring mistakes.

Our extensive experience has shown that when companies implement our recom mended processes—pre-qualifying candidates, conducting structured interviews, utilizing reliable assessment tools, and maintaining clear communication—they can significantly reduce turnover by anywhere from 15 to 50%. This reduction in turnover translates to substantial Customer loyalty is directly related to how everyone in your communicates and interacts with the people they encounter consistently every day. Our experience is that by using our customer service profile assessment you will be assured that your customers will never be mistreated, or disappointed in the way anyone in your company interacts with them.

The Customer Service Profile™ (CSP) measures how well a person fits specific customer service jobs in an organization. It is used primarily for selecting, onboarding, and managing customer service employees.

The CSP also looks at what your current and future employees believe is a high level of customer service, while at the same time showing where they align or misalign with the company’s perspective. We have a general industry version of this assessment, as well as vertical specialties in hospitality, healthcare, financial services, and retail.

Given the opportunity to land a new job or promotion, people may offer lip-service instead of the truth. Additionally, much of their success depends on the specific type of job and the organization in which they would work. Success seldom transfers automatically. The cost of a bad hire that is customer-facing is very high, considering the hiring and ramp-up costs, poor productivity, lost revenue, and potential damage to the organization’s reputation.

How does the Customer Service Profile work? Prior to assessing candidates, our experts help you develop peak performance models for your customer service jobs by providing multiple questions against which potential candidates are measured. Once these performance models are established, our clients deliver the CSP to their candidates over the Internet; hiring managers or HR administrators simply forward a link.

The assessment does not need to be monitored, so the candidate can take it from any computer with Internet access. The system instantly scores the assessment and informs hiring managers where they can access the results.

The hiring manager can use the results as a screening tool, or to assist them in the interviewing, selection, or onboarding process.

Great employees may leave some companies because of their weak leadership. When we find great leaders, those companies generally attain higher engagement levels among their employees. A highly engaged workforce means that people are more productive, and this results in higher profitability. Isn’t that what you want? Ultimately, great companies are a result of great leadership.

You have built your operating, financial and marketing systems. We help you build the Human Systems integrated all your other systems. Many organizations do not know the true cost of their HR strategies. With the cost of recruiting on the uprise due to a more competitive, aging applicant pool, the high cost of turnover and new employee training it is imperative that employers get a firm handle on what their HR Program costs. Discover what opportunities you have to drive a higher return on human capital investments. Take your first step to cut costs to improve your bottom line. Analyze your HR practices by using our HR ROI Opportunity Calculator. The time you spend analyzing and learning about ways to improve your current situation will absolutely provide dividends for years to come. Our HR Opportunity Calculator will identify where you should focus to improve your Human System. Invest time and we will provide you with the calculator with no cost or obligation.