“The company is family-owned and as a result, they celebrate families. We are close with our employees,” said a top executive.
“We do groups of meetings where I can talk to people and find out what’s going on in families. We know the lives of employees’ families as well as we do employees. It is commonplace to talk to a spouse about insurance coverage. The company is very personal and I love that,” said the 14-year veteran of HR.
By the early 1900s, the company was selling automobiles and auto parts.
Throughout the years, it has sold new and used automobiles, trucks and motorcycles, and auto parts. The company also owns and operates a full-service insurance agency. When new corporate offices were finished in 2003, those moving in included senior staff, the graphics/advertising department, employees of the business development center, and the insurance agency. Also included in the new corporate offices are a training center, the building maintenance staff, workshop and record storage center.
The company began at one location and now sells new and used autos at five locations.
In 2003, when a Profiles representative first introduced herself, the auto dealer group already used an assessment for employees in higher-level positions. But she persisted, and staff members scheduled a meeting. After the Profiles presentation, company leaders agreed to do a trial.
“We chose three employees and had them complete the ProfileXT®, and we saw the results. We realized that we needed this,” the executive said. Because the other assessment cost more, managers’ use of it was limited. “We had nothing for other employees we hired.” A contract with Profiles allowed unlimited use, which was important to the organization’s goals. “We wanted our managers to feel comfortable using this.”
With broad usage, the company’s managers immediately saw a variety of helpful features in the PXT—from judging a candidate’s job fit to his growth potential and interest level. One of the immediate lures, which Profiles and the company continue to tweak, is the PXT’s Job Match Performance Model. The match, which each company develops using its own high performers, shows employers how candidates for positions compare in significant ways to their most productive employees. The Performance Models highlight areas in which candidates are most similar to top performers, and where they differ from them. Numerical values provide clarity.
Although the benchmark score for the Job Match Performance Model might change, the overall concept remains the same. The quality of information helps hiring managers judge potential productivity and job fit. This helps a company maintain a more stable workforce. Studies show that job match more accurately predicts success than education, experience, or job training.