We focus on 3 Core Aspects of your Business

Hire Right   |   Manage & Develop  |   Employee Engagement

Hire Right 

Pre- Employment Testing made Easy 

Manage & Develop

Bring out the Best in Existing Team Dynamics

Employee Engagement

A Productive Workforce is a Profitable One !

Hire Right

The most challenging decisions are people decisions: hiring right, firing, and promoting people. They receive the least attention and are the hardest to “unmake".

The cost of a bad hire

There are three fundamental responsibilities of a manager: Hiring great employees, developing great employees and Retaining great employees.

If you don’t get number one right, the rest becomes almost impossible. A manager is better off spending more time on hiring great employees, so they don’t have to spend so much time dealing with difficult employees.

Young professional colleagues at business meeting, close up

You want to prevent the following issues from a bad hire

Impact on the rest of the team.

When one employee is underperforming or carries around a consistently bad attitude, it has a devastating effect on the rest of the team. They must pick up the slack, cover up mistakes, and put up with all kinds of obnoxious work habits from their slacker coworker.

Time spent on performance management.

A bad hire will suck up the time and focus of a manager. Instead of coaching and developing other employees, they get sucked into an endless cycle of having to listen to complaints from others, give corrective feedback, micromanaging, handing out discipline, and eventually having to be dragged through a painful disciplinary process.

The manager’s reputation.

Every manager makes a bad hire now and then. No one is perfect. However, if a manager establishes a pattern of bad hires, then they get a reputation as an incompetent manager. No manager can make up for a team of bad hires, so it won’t be long before the manager is the one being coached out of their job.

The cost of turnover.

These costs are real: recruiting costs, relocation costs and training costs all add up to big numbers.

Unfortunately, as much as 80% of employee turnover is due to bad hiring decisions

Move beyond “The gut feel” and apply repeatable methodology to your hiring process that will save you time and result in consistently better hires.


Objective hiring can be done in three easy steps:

1.Most Companies are capable of simply creating a profile of the ideal candidate for each job. Get input from managers using historical knowledge to define the preferred behavioral and cognitive needs for each position. This will establish an objective baseline to better predict person-job fit.

2. Once you have defined the target, assess your candidates using our range of products especially our personality and cognitive assessments, one can also apply our unique job fit assessments. The results will assist you to sort potential hires by how well they match your target job requirements. Level the candidate playing field, removing bias and applying science and cost-effective methodology to the hiring process.

3.Finally, choose your company’s employees wisely and objectively based on each candidate’s behavioral pattern and the job target.

Behind every bad hire is an executive who asked for it – our tools will ensure that this is not you!

Management & Development of Individuals:

Have you gone more than six months since you’ve done a serious analysis of each member of your team’s performance?

If you want employees to thrive and succeed, you must provide managers with tools and guidance that highlight how each person in their team thinks and works most productively.

Managing people can be difficult. Really difficult.

You may be motivated in certain ways, but this doesn’t mean the people you’re managing are motivated and driven in the same way. Sometimes the exact things that motivate you might de-motivate someone else. When it comes to managing, motivating, and communicating with employees, one size doesn’t fit all.

Our assessments give managers a range of powerful tools to calibrate their feedback, coaching, and development and get the most out of everyone on their teams.

Get results Now!!

As soon as an individual has completed one of our behavioral assessments managers will have immediate insight into their behavioral patterns. Our tests are designed to help managers understand themselves, understand those who report to them and understand how to work together more effectively.

As leaders grow and start to manage bigger and bigger teams, they need to master their team dynamics as well.

Get guidance and insights into leadership styles and team dynamics to help them build and manage teams that are both highly engaged and highly productive.

Employee Engagement

Most business problems are people problems.

Anyone who is giving less than best is costing you money, and the real cost is more than what you think.

A happy staff member is not necessarily a productive one!

Most Companies understand that employee engagement is something important —yet very few organizations are active in measuring their employee heartbeat.

What is employee engagement?

Employee engagement doesn't mean employee satisfaction.

Many companies have "employee satisfaction" surveys and executives talk about "employee satisfaction and happiness", but this is a false sense of wellbeing.

A satisfied employee might show up for the daily 8-to-5 without complaint, mingle around the office, enjoy a social chat over a cup of coffee, make a few calls to friends and seem quite satisfied. But that same "satisfied" employee probably does not go the extra mile and put in the effort on their own, and they are likely to take the headhunter's call anyway with a 10% bump in pay.

Satisfied isn't enough!


Employee engagement is the emotional commitment the employee has to the organization and its goals.

This emotional commitment means engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals.

When employees care—when they are engaged—they use discretionary effort.

How does employee engagement lead to higher earnings? The ROI of engagement comes from what we call the Engagement-Profit Chain:

Engaged Employees lead to…higher service, quality, and productivity, which leads to… higher customer satisfaction, which leads to…increased sales (repeat business and referrals), which leads to…higher levels of profit, which leads to… higher shareholder returns

That’s where we can help

To win in the marketplace you must first win in the workplace." Employee engagement is the key to activating a high performing workforce.


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