Politicus Correctus, Inc., lets the job talk through an interactive process and an assessment of the job , removing the bias and unknown variables that can produce inaccurate hiring results.

Do You Know What It Costs To:

interview hire/promote train and place advance the WRONG employee discover the candidate’s work ethic is not at acceptable levels find existing employees leave/transfer because the new employee can't get along

The interview is only 14% accurate but 90% of all hiring decisions are made from the interview.

Statistics prove that one in three employees either quits or is fired in the first year of employment.

Replacing these employees costs between 1-1/2 and 2-1/2 times their annual salary. Example: replacing a $40,000 employee will cost an organization somewhere between $60,000 and $100,000.

Most hiring decisions are made based on skills and experience while most firing decisions are based on lack of fit with the "team" and interpersonal conflicts.

The benchmarking process determines:

What personal skills are needed for the job What the position tells us it needs What behavioral styles will contribute to success

The benchmarking process:

Via our 14 question format and professional analysis . . .

You identify the job to be benchmarked You identify the key accountabilities You prioritize and weigh key accountabilities We compare personal style to the job benchmarks We chart the candidate’s natural style versus Work Environment® We chart the candidate’s adapted style versus Work Environment® We present results in an easy-to-read Profile with colored graphs

"0" Lost Days At Work At This Location = Observing The Safety Rules!

A natural trait? A learned behavior?
What traits identify a "maverick" on the job?
What constitutes an honor of the standard rules?

Observable Traits Analysis

To enhance the benchmarking process, Politicus Correctus utilizes an Observable
Traits Analysis Profile.

The Profile identifies behaviors that are hidden in resumes and in interviews and assists you in selecting the best possible employee to fill the position, fit in with the existing team and match your organization's philosophy using an observable, universal and neutral language.

Retention of the employee is heightened with continued usage of the Profile components: Keys to Managing, Keys to Motivation, Areas of Improvement, etc. Assisting an employee to Self-Actualization is also a tool for prevention of costly employee flux.