Hiring:
This is the first client to use the LAB Profile technology. In 1981, a regional airline based in Dallas began using this system to screen prospective Flight Attendants. They wanted to reduce customer complaints by hiring the kind of people that customers never complained about. They were in an expansion phase, and would double the size of their company in the next year. They had some examples of employees who "generated" complaints (customers seemed to want to complain if they were in contact with those employees) as well as other employees who had never "generated" any customer complaints (customers never complained about anything when they were in contact with these employees). With the LAB Profile technology, we were able to create a model of a flight attendant who was not a complaint "generator" and they used that model to hire all flight attendants. They have remained the lowest complaint-ratio airline in the USA, every year since 1981. Also, they are the only airline in the USA to remain profitable every year since 1981.
Hiring:
This client is the largest developer and leasor of office and warehouse space in the USA. They have their headquarters in Dallas. At one point, they were having high turnover among their newly hired accounting staff. Within 6 months of hire, over 60% on new employees would leave the company. We created a model of long-term, good performers and they began to hire all of their accounting staff using that model. Using the LAB Profile technology, their short-term turnover dropped to less than 10%.
Hiring:
An insurance sales company, wanted to reduce the turnover among their sales staff (traditionally, over 200%). Using the LAB Profile, we created a model of the long-term, successful salesperson. After almost two years, their turnover is now less than 90%. And now, they are redesigning their training and management programs to reduce this even more.
Recruiting:
A major, international computer systems and service company based in Dallas, began using this technology to improve the effectiveness of their Recruiters in searching for new Systems Analysts. The recruiters searched for appropriate candidates and presented them to managers in hiring interviews. The normal effectiveness of their recruiting staff was 70% (percentage of recruits hired). Using the LAB Profile technology, we made a model of long-term, successful Systems Analysts. After the recruiters started to use this model, their effectiveness increased to 83% (percentage of recruits hired). Their effectiveness has remained at 83% since that time.
Employment Advertising
:In the 80's, a nationwide Motor Inn chain began to write their employment advertisements using this technology. The number of respondents increased 15 times, and the 'quality' improved from 35% acceptable to 85% acceptable.
Hiring & Employment Advertising:
In 1986, a group of SuperCuts franchises wanted to reduce the employee turnover in their haircutting salons. Using the LAB Profile, we created a model of the long-term, good performing technician. When we applied the model to their employment advertising, their respondents decreased by 20%, but the 'quality' improved from 27% acceptable to 68% acceptable. After two years, their turnover had reduced from 38% to 22%.
To talk with one of our Officers about your situation, the LAB Profile, pricing, and availability, complete our Business Reply Card or send an email to rodger.bailey@gotofocus.com.
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