Predictor is a solution suite that uses behavioral and attribute assessments to create profiles for effective selection, development, and succession planning. It focuses on predicting future job performance with a proven track record of reducing turnover by 30% and increasing productivity by 35%. By leveraging predictive data, organizations can make informed talent management decisions, ultimately enhancing hiring accuracy and aligning employees with appropriate roles.

1. PREDICTOR Success Can Be Predicted Screening Selection Alignment Development Succession Planning

2. Do you need to? Base your selection strategies on specific competencies that relate to on the job success? Improve your selection accuracy for new hires based on predictive data? Evaluate your existing talent pool to determine best fit for succession planning purposes? Ensure that you allocate development and training dollars to the talent that have the potential to outperform their peers? Address turnover challenges to redirect wasted dollars to the bottom line? Use consistent predictive data for all your talent management decisions? Is Predictor right for your organization?

3. What is Predictor? Predictor is a solution suite that measures the key behaviours and attributes of successful job incumbents to create a predictive profile for selection, development and succession planning strategies. Specifically measures work-style preferences, motivational drivers, cognitive abilities, candidate validity and coach-ability Initial development – US Dept of Justice (1973). Global empirical research 14 years, database of 300,000 professionals across 20 industries. Based on actuarial science – i.e. predictive of future performance v’s descriptive of present skills. The most predictive talent assessment tool on the market, proven to reduce turnover by 30%, increase productivity by 35% and give you 85% selection accuracy.

4. How is Predictor different? Predictor was designed to predict future job performance rather than to measure theories of personality (i.e. predictive v’s descriptive). Personality assessments, such as OPQ, Myers Briggs, DiSC, Caliper, Hogan and Facet 5 follow a ‘one size fits all’ off the shelf trend. They are useful tools, but they do not predict job success. Predictor does. Using Predictor involves correlating objective individual performance measures from incumbents and using this data to create very specific competency based success profiles. This process involves clear differentiation between high performers and low performers. It’s the most statistically valid way to predict success of new hires. The Talent Audit…see next slide.

5. Applications of Predictor An accurate selection blueprint for new hires, complete with hiring recommendations. Personal motivators, working styles and coaching tips are provided to ensure hiring managers thoroughly understand candidates who are hired. Evaluate existing talent pool for succession planning and potential suitability against various roles (see below):

6. Benefits of Predictor Leverage your investment – one talent analytic to be used for selection, development, alignment and succession. Reduce your turnover – screen out candidates who are missing the critical skills and redeploy current incumbents into more appropriate roles. Increase productivity and engagement - help sales team understand how to leverage their skills and put the right people into the right roles, increasing their chances for success. Drive up revenue by having a stronger sales team that has the skills to be “the benchmark of excellence”. Reduce the time and cost to hire by using Predictor early in the recruitment cycle. Focus your training - a detailed list of “desirable behaviours” and “undesirable behaviours” supports the development of a sales training curriculum.

7. ROI 7 Up to 30% reduction in turnover: Up to 35% increase in employee productivity 85%+ accuracy in identifying effective performers Using Predictor for selection, our clients have consistently realized results 25% to 30% better than chance! Hiring success rates aren’t much better than a coin toss Clients from small to large, local to global, with results representing Selection Method Improvement Over “Chance” Interview/ Personality Tests Experience Scorable Interview 1% increase 1% increase 5% increase 7% increase

8. Success can be predicted… Contact me now to discuss how Predictor can help your business: Matt Goff Director, Client Solutions 416 640 4324 [email_address]