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PEAC SYSTEM® ADMINISTRATION

Narrow the broadest selection down by talking to them in a phone conversation, before you invite them in, but tell them little about your position. Take enough control to decide you 'might' like them because of thier communication ability. We suggest your top three to five candidates be evaluated, as then you have the best likelihood of separating the pretenders from the true potential profiles. Two ways to save money: If you do not like them, don't assess them and don't invite them in. If you do think you like them, then administer the PEAC evaluation. But the best way to do that has to do with our new auto system. Save over 35% per PEAC, and only pay the difference if you need a read. Many of our clients become decent readers in thier own right. Instructions to the auto system here. A one time, no obligation registration is required to use that site.

For normal full service, you can do this in the office, if you are already on the first interview. Set up a windows machine, out of the way and put them on it at the start page,

PeacFrontPage.php. When ready, go there, copy the address and save it for easy use, later.

The worst that will happen is you are required to see them in a courtesy interview. The best is that a good one will show up at least once out of say, four or five tries. Yes, you invest more money, but you will improve results, revenues, reduce turnover and have more fun as an owner/manager. In only a dozen PEACS, you will begin to recognize the better ones and ratio will improve.

Remember, a poor hire can cost well over eighty thousand dollars in poor
performance, lost good will, salaries and such. It adds up.

It is important to administer the evaluation properly. Improper administration will result in low consistencies and may, if far enough off, invalidate the results. We at the PEAC SYSTEM® firmly believe that you should use the results of the evaluation to improve management and training for success. Tell your applicant so. This provides a carrot for being as open and honest as possible, and provides more trustworthy results.

ONLINE ADMINISTRATION

(This is for pre-testing, our most common method to provide an efficient first interview!)  If you decide to evaluate them online, prior to coming in, you save time in the first interview with the information in hand. You must sell the possibility of success through proper training and management. You do intend to train and manage to their style, right? Your email must send them to our assessment site and tell them to follow the links to the evaluation. It must also include the manager's first and last name,as well as company information. You can follow the button 'to the evaluation' to see what is required.

BY PHONE:

     "Should we bring you on board, we will do our best to make you as successful as possible. We do this by tailoring our training and management, where possible, to your communication style. I will send you an email with the instructions on how to access the evaluation... what is your email address, please?"
     With this, simply send them the client information they will need and the web address. I recommend the next section over this to get the best results...

BY EMAIL:

After a brief discussion, tell them that you are interested and that the next step is a communication survey. Many managers assign this administration duty to their office support. Be certain they have a copy of the statement, herein, and can sell it properly. The paragraph below can be sent by you or your admin by email as follows:

Should we bring you on board, we will do our best to make you as successful as possible. We do this by tailoring our training and management, where possible, to your communication style. Please go to the PEAC SYSTEM website and click TO THE EVALUATION. We will follow up after the process is completed!

INSTRUCTIONS FOR LIVE

Using the same format for success and style, as above, conduct the evaluation in the first few minutes of the initial interview. This prevents the interviewee from borrowing your style, or one of your successful consultants. Most managers keep a simple workstation PC close by and put the individual prospect right on it, opened on the browser to the assessment page for identification. Your results in any case will be returned by email the following business day after we receive the assessment.

Tell them nothing more. To avoid pen and paper style, we suggest that you sit them down in front of one of your Windows based PCs, and use the online evaluation system. We will be phasing out the handwork on this end, soon, so scanning and emailing a completed form will be accepted until we roll out the automated system. Some of you will prefer the full service, and this is fine, too.

If you have only Apple or Unix units that cannot handle the simple program system, here, we again suggest that upi set up a simple, inexpensive Windows desktop or laptop in or near the interview room for this purpose. When our auto system rolls out, and if you must use the pen and paper system from your old copies, have your admin people enter the answers online, on an acceptable system... very carefully! Submit and the process will carry through to completion.

You have told them the importance and the rest is up to their common sense and intelligence. Keep in mind that it is very critial that any person assigned to administer the evaluation must provide the same encouragement and carrot. Train them to do it right.

Keep in mind that, eventually, all clients will be migrated to the auto system, primarily at their own request, for now. So, we repeat: at that time, only those profiles submitted online on our test site will be processed. As suggested, sit them down at a PC in your office to take the evaluation, preferably before any interview, but that is up to you.

REMEMBER: it is illegal to use the results of any style, personality or other evaluation (and that includes online) in the decision to SEE an individual. Your length of time invested may be your decision, but do not screen out people based on any evaluation! If, for some reason, the applicant does not make the interview appointment, be sure to put the PRINTED clean graphic page and the basic self report in a folder with his or her resume, should you have one. You must keep such paperwork under the law of your country, state or local authority. USA = EEOC.

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