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 Group A Case Study from the Max Impact Family |
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Financial Group clones top performers
Low employee productivity hampered the progress of a financial services organization located in the Southeast. An examination of
the issue focused on the relationship between employee performance and “Job Match” to the ProfileXT™. Using study information, t
he company developed a “Job Match Pattern” to select more productive employees.
Participants
The study went forward with 36 mortgage bankers. The evaluation of each participant’s performance included a sales goal ratio and
a supervisor’s performance rating on a three-point scale, where 1 equaled a top performer, 2 an average performer and 3 a marginal
performer. The company rated 11 participants’ top performers, nine participants as average performers and 16 as marginal
performers. The average top performer met 97.2% of their sales goals, while the average marginal performer met 32.7% of their
sales goals.
Job Match Pattern
Using the ProfileXT™, a pattern was developed in January 2006 for the mortgage banker position using the scores of top performers. The financial services organization
now uses the pattern as the benchmark to predict the performance of mortgage bankers based on the ProfileXT™ pattern match.
Performance Grouping
The pattern, based on the information gathered, describes the attributes of the existing top performers. All 36 mortgage bankers were then matched to this pattern. A
review of employee ProfileXT™ “Job Match” percents shows an overall “Job Match” of 87% best identified top performing employees. This is a breakpoint to represent a
good match to the “Job Match Pattern,” suggesting that 87% or greater should identify a top performer.
In the study:
Of the 11 top performers, seven met or exceeded the 87% “Job Match” breakpoint. Of the combined 25 average performers and marginal performers, only five met or
exceeded the 87% breakpoint.
Details
Summary
Although this organization’s top performers made up less than one-third of the total sample of Mortgage Bankers, more top performers that were matched met or exceeded
the “Job Match” percent benchmark than both average performers and marginal performers combined. Thus, by selecting candidates based on the overall match of the
ProfileXT™, organizations such as this one are better able to increase productivity by identifying those that are likely to succeed.
Contact us to learn how to duplicate this success story in your organization.
Low employee productivity hampered the progress of a financial services organization located in the Southeast. An examination of
the issue focused on the relationship between employee performance and “Job Match” to the ProfileXT™. Using study information, t
he company developed a “Job Match Pattern” to select more productive employees.
Participants
The study went forward with 36 mortgage bankers. The evaluation of each participant’s performance included a sales goal ratio and
a supervisor’s performance rating on a three-point scale, where 1 equaled a top performer, 2 an average performer and 3 a marginal
performer. The company rated 11 participants’ top performers, nine participants as average performers and 16 as marginal
performers. The average top performer met 97.2% of their sales goals, while the average marginal performer met 32.7% of their
sales goals.
Job Match Pattern
Using the ProfileXT™, a pattern was developed in January 2006 for the mortgage banker position using the scores of top performers. The financial services organization
now uses the pattern as the benchmark to predict the performance of mortgage bankers based on the ProfileXT™ pattern match.
Performance Grouping
The pattern, based on the information gathered, describes the attributes of the existing top performers. All 36 mortgage bankers were then matched to this pattern. A
review of employee ProfileXT™ “Job Match” percents shows an overall “Job Match” of 87% best identified top performing employees. This is a breakpoint to represent a
good match to the “Job Match Pattern,” suggesting that 87% or greater should identify a top performer.
In the study:
- Seven of 11 top performers are correctly identified as top performers by the pattern.
- Four of 11 top performers are incorrectly identified as bottom performers by the pattern.
- 12 of 16 bottom performers are correctly identified as bottom performers by the pattern
- Four of 16 bottom performers are incorrectly identified as top performers by the pattern.
Of the 11 top performers, seven met or exceeded the 87% “Job Match” breakpoint. Of the combined 25 average performers and marginal performers, only five met or
exceeded the 87% breakpoint.
Details
- The average sales goal ratio for those who met or exceeded the “Job Match” percent breakpoint is 76.1%.
- The average sales goal ratio for those who did not meet or exceed the “Job Match” percent benchmark is 48.9%.
Summary
Although this organization’s top performers made up less than one-third of the total sample of Mortgage Bankers, more top performers that were matched met or exceeded
the “Job Match” percent benchmark than both average performers and marginal performers combined. Thus, by selecting candidates based on the overall match of the
ProfileXT™, organizations such as this one are better able to increase productivity by identifying those that are likely to succeed.
Contact us to learn how to duplicate this success story in your organization.
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