This document discusses how assessments can help answer six important questions for business success: 1) Can you reduce turnover and associated costs? 2) Can you reduce legal exposure from wrongful termination lawsuits? 3) What really happens with new hires after 90 days? 4) Are you sure new sales and manager hires will be successful? 5) Could a single assessment tool help with multiple HR needs? 6) What safeguards are in place to ensure accurate results? It promotes using Winslow assessments to help answer these six questions with one effective solution.

1. Six Questions for Success
Ask the following six questions.
Arrive at one powerful solution.

2. Why you and your company need
Assessments?

3. Questions You may have?
Val Rensink Lead Hub Coach
Executive Career Hub A Solutions 5 Company

4. Can you reduce turnover?
One of the greatest expenses that
an employer faces is training new
employees due to turnover. This is
a hidden cost if you do not
calculate the expense.

5. Can you reduce turnover?
You can check with the studies that
show average costs being about
$14000 per new employee hire.

6. Can you reduce turnover?
 At an average car dealership , for instance,
that number can be much higher. There is
the cost of training. There is the cost of lost
sales ( called burning through customers).
There is the cost of management time.
There is the cost of setting up a new
employee and the other HR investment of
time.

7. What about legal Exposure?
 Remember the 90’s? According to R.Half
International 50% of downsized companies
faced at least one wrongful termination
lawsuit. They report that settlements
ranged anywhere from $10,000 to $100,000.
When you add a Winslow assessment to
your hiring process it can help with avoiding
mishiring or misplacing employees.
A poor hire is a costly process.

8. What Happened after 90 days?
 Do your employees turn out differently
than their resume and interview lead
you to believe? For different reasons
almost any person can behave well for a
short period of time. Most companies
want a hire that is good for the long
haul.

9. What happened after 90 days?
 The U. S. Department of Labor reveals
that 90 percent of all resumes contain
falsehoods. The Winslow Assessment
can offer you an objective way to cut
through the subjective hiring data?

10. What Happened after 90 Days?
 Not on your game? The day of the interview
comes and you are not on your game. You
feel pressured to make the decision. You
know the loss of revenue because the
position isn’t filled. You know the loss of
good will from other employees when the
work load goes up. You make a decision.

11. What happened after 90 days?
Day 91 is the wrong day to find out
that you didn’t have objective
information that you needed. The
day after probation is up and what
happened? Did your new hire
instantly change?

12. Are you hiring Salesmen who can
sell?
The Winslow assessment allows you to
compare each score result with other
data from hundreds of thousands of
other subjects. It also allows you to
compare to specifically benchmarked
career classifications.

13. Are you hiring managers who can’t
manage?
You will know instantly if that up
and coming person or new hire has
what it takes to be a manager now.

14. Could one solution solve it?
There is a tool that can screen,
select, hire, train, manage and
develop. Use the Winslow for
performance reviews, promotions,
downsizing or mergers.

15. Could one solution solve it?
Can that successful technician
become a successful manager? You
can take the guesswork out with a
Winslow assessment.

16. What are your safeguards?
 The Winslow includes assessment controls to detect a
response that is meant to impress rather than
communicate authentically. Winslow will only report
when the controls are met in an assessment situation.

17. What are your safeguards?
 Imagine using a tool that has assessed the
personalities of tens of thousands of people all over the
country. Denis Waitley says,” Winslow’s very detailed,
individually specific reports for position analysis and
career development are almost uncannily accurate in
predicting performance results. “

18. 6 Questions 1 Solution
 1) Reduce Turnover Expense
 2) Reduce Legal Exposure
 3) Reduce hiring mystery
 4) Reduce mis-matching
 5) Gain Ease and Accuracy
 6) Gain Date you can count on

19. If you found yourself needing…
 A workable answer to any of these questions
 Then…
 Give Val Rensink a call 760 985 6005
 Or Email ValRensink@ExecutiveCareerHub.com
 Use a Winslow report today.