Managers, get out your crystal balls. No time like the present to peer into them and see what you can do about that issue of turnover and performance.

What's that, you say? The crystal ball has not worked for you in the past?

That's not surprising. But, as one retail company discovered, you CAN predict performance before you select a candidate. You can do this without casting a spell or stirring a cauldron. You do need the magic word, however: ProfileXT®.

In this study, a retail organization wanted to decrease turnover and improve performance of corporate account managers. For 22 months, the company studied these issues with the help of ProfileXT.


Participants
The company used 370 account managers, and gathered turnover rates throughout the 22-month duration of the study. At the outset, turnover was approximately 65 percent. Managers used performance ratings and average annual sales ratios to identify top and bottom performers, placing 12 in each group.

Job Match
Next, the ProfileXT helped to develop a Job Match Pattern using the results for current employees – 12 top and 12 bottom performers. The company discovered that top performers averaged an overall Job Match Percent of 84 or higher. In recruiting and interviewing, the company used this percentage to find a level of match for selecting new employees.

By the Numbers
At the end of 22 months, turnover dropped to 23 percent and saved the company an estimated $525,000. By using the job match system to determine potential top and bottom performers, the company estimated an increase in sales of more than 1,000 percent.

Other numbers:
Original turnover was 65 percent (55 employees gone out of 84 originally hired).
During the study period, turnover dropped to 23 percent (20 employees gone out of 86 hired).
Turnover savings, determined by the company-set average of $15,000 per employee hiring cost: $525,000.

Summary
Adhering to a well-developed Job Match Pattern helped the company to cut turnover and save money and training time. The determination of top and bottom performances before hiring enhanced sales. No guesswork, no relying on your gut, no using only a resume and interview.

Most importantly, no crystal ball was necessary.