Leaders of a financial services organization in the Southeast wanted to enhance the overall performance of their workers. With the help of Profile XT™, they conducted a study to examine the relationship between employee performance and the PXT’s job match. This portion of the Profile XT™ Tm helps analyze a person’s job-related attributes and compares them to the qualities that person needs to perform well in a particular job.
The result of this study: A customized job match pattern to help the financial services organization in the selection process.
Participants
The company selected 36 mortgage bankers to participate in the study. Leaders evaluated each participant’s performance by using a sales goal ratio and a supervisor’s performance rating. They used a simple ranking of one for Top Performers, two for Average Performer and three for Marginal Performer.
Eleven mortgage bankers attained the top rank, meeting 97.2 percent of their sales goals. Nine mortgage bankers reached an average level. Sixteen of the original 36, reaching 32.7 percent of their sales goal, attained the marginal level.
Job Match Pattern
In January 2006, using the scores of Top Performing employees and a concurrent study format, the organization chose the PXT to develop a pattern for the mortgage banker position. The pattern described the attributes of Top Performers and matched the 36 participating mortgage bankers to it. The PXT job match showed that an 87 percent benchmark best identified Top Performers. Company leaders then selected this number to represent a good match.
The numbers show that the pattern efficiently identifies top performers. It correctly identified seven of 11 as Top Performers and incorrectly identified four of 16 Bottom Performers as Top Performers.
Furthermore, the pattern showed:
Of the eleven Top Performers, seven met or exceeded the 87 percent job match.
Of the combined 25 Average and Marginal Performers, only five met or exceeded the 87 percent job match.
Those who met or exceeded the job match number achieved a 76.1 percent average sales goal ratio
Those who did not meet or exceed the job match benchmark attained a 48.9 percent average sales goal ratio.
Summary
Although the organization’s Top Performers made up less than a third of the total sample, seven met or exceeded the job match benchmark. That number was higher than the combined total (five) of Average and Marginal Performers who attained the same level.
By selecting candidates based on the overall match of the ProfileXT™, this organization can increase employee productivity because it is identifying those most likely to succeed.
This pattern is now used as the benchmark to predict mortgage banker performance.
| Financial Firm A Case Study from the Max Impact Family |
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Financial Service Firm ups bar
Leaders of a financial services organization in the Southeast wanted to enhance the overall performance of their
workers. With the help of Profile XT™, they conducted a study to examine the relationship between employee
performance and the PXT’s job match. This portion of the Profile XT™ Tm helps analyze a person’s job-related
attributes and compares them to the qualities that person needs to perform well in a particular job.
The result of this study: A customized job match pattern to help the financial services organization in the
selection process.
Participants
The company selected 36 mortgage bankers to participate in the study. Leaders evaluated each participant’s
performance by using a sales goal ratio and a supervisor’s performance rating. They used a simple ranking of
one for Top Performers, two for Average Performer and three for Marginal Performer.
Eleven mortgage bankers attained the top rank, meeting 97.2 percent of their sales goals. Nine mortgage bankers reached an average level. Sixteen of the original 36,
reaching 32.7 percent of their sales goal, attained the marginal level.
Job Match Pattern
In January 2006, using the scores of Top Performing employees and a concurrent study format, the organization chose the PXT to develop a pattern for the mortgage
banker position. The pattern described the attributes of Top Performers and matched the 36 participating mortgage bankers to it. The PXT job match showed that an 87
percent benchmark best identified Top Performers. Company leaders then selected this number to represent a good match.
The numbers show that the pattern efficiently identifies top performers. It correctly identified seven of 11 as Top Performers and incorrectly identified four of 16 Bottom
Performers as Top Performers.
Furthermore, the pattern showed:
Summary
Although the organization’s Top Performers made up less than a third of the total sample, seven met or exceeded the job match benchmark. That number was higher than
the combined total (five) of Average and Marginal Performers who attained the same level.
By selecting candidates based on the overall match of the ProfileXT™, this organization can increase employee productivity because it is identifying those most likely to
succeed.
This pattern is now used as the benchmark to predict mortgage banker performance.
Contact us to learn how to duplicate this success story in your organization.
Leaders of a financial services organization in the Southeast wanted to enhance the overall performance of their
workers. With the help of Profile XT™, they conducted a study to examine the relationship between employee
performance and the PXT’s job match. This portion of the Profile XT™ Tm helps analyze a person’s job-related
attributes and compares them to the qualities that person needs to perform well in a particular job.
The result of this study: A customized job match pattern to help the financial services organization in the
selection process.
Participants
The company selected 36 mortgage bankers to participate in the study. Leaders evaluated each participant’s
performance by using a sales goal ratio and a supervisor’s performance rating. They used a simple ranking of
one for Top Performers, two for Average Performer and three for Marginal Performer.
Eleven mortgage bankers attained the top rank, meeting 97.2 percent of their sales goals. Nine mortgage bankers reached an average level. Sixteen of the original 36,
reaching 32.7 percent of their sales goal, attained the marginal level.
Job Match Pattern
In January 2006, using the scores of Top Performing employees and a concurrent study format, the organization chose the PXT to develop a pattern for the mortgage
banker position. The pattern described the attributes of Top Performers and matched the 36 participating mortgage bankers to it. The PXT job match showed that an 87
percent benchmark best identified Top Performers. Company leaders then selected this number to represent a good match.
The numbers show that the pattern efficiently identifies top performers. It correctly identified seven of 11 as Top Performers and incorrectly identified four of 16 Bottom
Performers as Top Performers.
Furthermore, the pattern showed:
- Of the eleven Top Performers, seven met or exceeded the 87 percent job match.
- Of the combined 25 Average and Marginal Performers, only five met or exceeded the 87 percent job match.
- Those who met or exceeded the job match number achieved a 76.1 percent average sales goal ratio
- Those who did not meet or exceed the job match benchmark attained a 48.9 percent average sales goal ratio.
Summary
Although the organization’s Top Performers made up less than a third of the total sample, seven met or exceeded the job match benchmark. That number was higher than
the combined total (five) of Average and Marginal Performers who attained the same level.
By selecting candidates based on the overall match of the ProfileXT™, this organization can increase employee productivity because it is identifying those most likely to
succeed.
This pattern is now used as the benchmark to predict mortgage banker performance.
Contact us to learn how to duplicate this success story in your organization.
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