Solve your people problems and you'll solve financial and systems problems as well. Get some ideas on how we can help.

1. Engagement. Performance. Retention.

2. About Profiles International
Our Global Reach
• Founded in 1991 • 40,000 clients
• 48,000,000 users • 124 countries
Profiles helps organizations worldwide create high-performing
workforces. We do this through our comprehensive suite of employee
assessments and performance management solutions.

3. Solutions We Offer
Screening, Interviewing, S Development, Restructuri Strategic Workforce
electing, On-boarding ng, Succession Planning Management and
Assessments Assessments Engagement Assessments
Profiles offers an array of assessments specifically designed to enhance
your organization’s performance by providing you with reports for selection,
development, training, promotion, management, and succession
planning.

4. Clients and Industries
Industries People We Serve
Profiles serves a variety of Business leaders -CEOs, Presidents, GM, Business Owners
organizations  CFOs, CIOs, Sales & Marketing, HR Professionals
across a wide range of industry  Recruiting, Learning & Development
sectors  1st and 2nd Line Managers
Worldwide, to create high-performing
workforces.

5. Your Organization
Tell us about:
 Key Initiatives – people, talent, leadership?
 Challenges – turnover, productivity, engagement?
 Total Employment – number of employees?
 Largest Job Class – position and number of employees
 Assessments – do you utilize any assessments now?

6. Our STAR Advantage
Service
Service
Technology Return-ROI
STAR
Technology
Assessment Advantage
Return
Assessment
Our competitive advantage is that we’re both high-tech/high-touch,
and laser-focused to serve our Clients. Our assessments are grounded
in advanced behavioral science and technology. Our dedicated Client
Services team works with you to deliver the Return on Investment “ROI”
that organizations are looking to achieve.

7. What if selecting top-performers was this easy?
Assessments

8. Rule of Thirds
In any population of people,
Whether it is composed of
salespeople, mechanics, or
basketball players, one third
are top performers; one third
are OK performers; and one
third are bottom performers.
Organizations spend an enormous amount of time, energy, and money in
a never ending effort to train, coach, or motivate marginal employees to
a level of adequate performance.

9. How Does This Happen?
What’s Missing?
Past
Skills &
• There are 3 parts to making a good
Experience
hiring and promotion decision
• Most organizations fall short because they
cannot objectively measure the 3rd component. Present
The Interview
?
What’s Missing?
If management can acquire better information on people,
they will inevitably make better decisions.

10. The Total Person
Future Performance - Job Fit
Past
• Assessments are the most effective method of Skills &
accurately predicting future performance. Experience
• The selection process is clearly the most important
point to impact your organization’s productivity and Present Future
profitability. The Interview
Job Fit
• Getting the right person in the right job quickly has
become a decisive element in maintaining a competitive
edge.
In today’s economy, organizations cannot accept the risk of
hiring marginal and poor performers.

11. Why Job Fit?
Harvard Business Review Study
• Studied over 300,000 people
• Multiple jobs and industries
The conclusion:
"It's not
experience, age, ethnicity, gender,
or other accepted factors;
success hinges on a fit
with the job."
Our assessments help organizations identify the “High Performance
Models” for positions within their company.

12. How it Works - Overview
The Job Fit Process
• Select Top Performing employees in
Top the same job
Performers
Take
• Take Assessment
Assessment
Performance Models can be established for
• Performance Model is established any job title across all industry sectors
Performance
Model
Top performers in a position within the organization take the Assessment.
Their results are gathered and combined to produce the “High
Performance Models”

13. Performance Model
Performance Model is created on 20 Key performance indicators are objectively identified
Key Performance Indicators from the Top Performers’ group scores
Thinking Style – Can they do the job?
Behavioral Traits – How will they do the job?
Interests – Will they want to do the job?
The individual results of the top performers are gathered and combined
to produce the “High Performance Model”.

14. Assessment Solution System Personnel Key
Candidates with JobFit™
Applicants Pool
Applicants lacking JobFit™
JobFit™
Assessment
Matching
Top Performing Candidates
with JobFit™ Emerge
Applicant Pool
Applicants lacking
JobFit™ are Redeployed
Your applicant pool takes the Assessment and individual results are
quickly compared to the “High Performance Model” for that position or
multiple positions within the organization. Top Candidates objectively
emerge.

15. Example Good Job Fit
Overall Job Match
88%
Job candidates take the Assessment and individual results are compared
to the “High Performance Model” for that position or multiple positions
within the organization. An overall Job Match Percentage is generated.

16. Example Poor Job Fit
64%
Overall Job Match
64%
Candidates who lack Job Fit for one position can be quickly compared to
other “High Performance Models” within the organization to find a match
maximizing training dollars.

17. Interview Guide – Challenge Areas
Provides hiring managers with insights into the job candidate’s overall fit
to the performance model as well as an Interview Guide with challenge
questions.

18. Candidate Matching Reports
Candidates Performance Model
% Match
Our Candidate Matching Report helps clients quickly identify potential
Top Performers.

19. Strategic Workforce Planning Report
Her Overall
Positions
% Match
Our Strategic Workforce Planning Report provides a quick and easy
method of identifying Job Fit during the initial screening process, as well
as, the succession planning process.

20. Technology
Your Company
User Experience
• Easy to Administer
• Avatar Guide
• Tailored Scheduling System (PAC) Candidate Experience
Next, top performers take the assessment online guided by an on-screen
Avatar.

21. Technology
Your Company
Profiles Delivery System
• Industry Leading Technology
• Administrator Dashboard
• Assessment Scheduling
• Multiple Reporting Options
• Secure online platform
Profiles Assessment Center (PAC)
• Tailored to your needs
Client Dashboard
• EEOC Compliant
• Supports Unlimited Use
Our “best in breed” assessment technology is delivered effortlessly
online through a branded Virtual Assessment Center, a customizable
component of the complete Profiles Resource Center.

22. Return on Investment - ROI
Another unique service benefit is our Assessment
Performance Review APR). When sufficient assessment
data has been collected, our team will generate an
APR. The APR provides an in-depth analysis of how our
system is performing for your organization.
 Tracking reports: hired/terminated
 Performance reports—correlate performance and scores
 Performance Model analysis
 Cost analysis
 Financial reports—return on investment reports
 Team company perspective analysis
After all, at the end of the day, it’s all about return on investment.

23. Service – Our Support
Dedicated client services professionals fully vested
in your success:
• Proven implementation plan that includes
deliverables and timetables to help clients set and
achieve clear objectives
• Comprehensive training is provided to each client
according to his or her unique needs and objectives
• Training is available in person, via interactive
internet, on-site at the client organization, or at
Profiles International’s Corporate Training Center
Our corporate support team is made up of nearly 200 employees with
backgrounds in organizational psychology, human resource management,
coaching, consulting, education, and information technology.

24. What’s Next –
Pilot Demonstration
• Select a position in the company
Select • Identify Top Performers
Position
Take
• Assess with the Profile XT
Assessment
Performance
• Develop a Performance Model We’ll schedule a Performance Model
Model Review to present our findings.
At Profiles International we believe that demonstration out performs
presentation.

25. What’s Included – Trial Offer Support
Guidance • selecting a position to get started
Expertise • establishing Performance Model Criteria
• how to schedule and deliver
Recommendations assessments to be taken by employees
• customization of a Performance Model
Development for your company
• scheduled meeting to review our
Delivery findings Regional Account Manager
Your company will be assigned a Account Manager that will facilitate the
Program.

26. Contact Us
Empower Performance Group
Phone: 403.388.4545
Toll Free: 888.580.8835
Web: www.empowergroup.ca