The ProScreen Survey is a pre-hire assessment designed to give employers the critical information they need to make the most informed decision in hiring new employees. With fully automated transitions in questions for candidates that are just entering the full-time workforce versus candidates with more experience, the ProScreen offers tremendous insight into who a person is beneath the surface. Employers will discover who a candidate is in the following five areas:

• General Work Experience
• Work Ethic
• Reliability
• Integrity
• Team Skills

It’s not what you see that gets you in the interview. It is what you don’t see. MuRF can help!

Have you ever wondered why some nurses stay and some nurses don’t?

The Healthy Workforce Retention Tool is a pre-hire instrument that was designed and validated to predict retention of nursing candidates. Using this instruments helps to take the guess work out of hiring good nurses for your organization.

Retention of healthcare workers in all work environments has become a modern management challenge. Turnover rates as high as 110% are not uncommon for some healthcare settings. Even when healthcare workers are paid well above regional, state and national levels, turnover rates continue to be well above rates for other industries with similar professional requirements.

A recent survey of one state’s long term care facility and agency administrators found that 13 percent of providers reported vacancy rates of paraprofessional direct care workers exceeding 20 percent with an additional 19 percent reporting vacancy rates greater than 20 percent (Pennsylvania Intra-Governmental Council on Long Term Care, 2001). This general pattern of shortage is more pronounced for nursing homes that have lower wage rates for RNs, LPNs, and CNAs than hospitals (AHCA, 2001). It is generally presumed that the current shortage creating a demand for nursing personnel in turn increases the difficulty of nursing homes in retaining staff that, in turn, increases turnover.

Using this instruments, organizations will be able to know the likelihood of keeping a nurse on the job. They will also learn about important work characteristics like integrity, work ethic, reliability, and team skills, providing a solid foundation for making an informed hiring decision.

If you want to put the odds in your favor, for attracting and keeping talented nurses, you should consider the Healthy Workforce Retention Tool as a part of your pre-hire process.

If you could know the likelihood of a person’s success in sales ahead of time, wouldn’t you want to know?

Selling in today’s market requires more than good hair and a firm handshake. It requires an ability to market, sell, and consult all at the same time. The internet has created droves of highly educated consumers who need direction in choosing the most appropriate products or services, but who do not want to be “sold.”

Based on solid research of top performing sales and marketing executives, the SMARTS uncovers the strengths and potential weaknesses of sales and marketing executives on either a pre-hire or developmental basis. A variation to the SMARTS is the Dealer SMARTS created from a study of characteristics that make car salespersons succeed. Using this industry benchmark, the Dealer SMARTS determines the likelihood of low, average, or high success in auto sales. The SMARTS can be benchmarked against top performers internally or an industry specific study can be undertaken.

• Will they have empathy?
• Will they recover from rejection?
• Will they communicate well?
• Are they confident?
• Will they succeed?

MuRF’s Sales Marketing and Representative Trait Survey can help!

Have you ever wished that you had a crystal ball to predict whether or not a person could sell cars?

The Dealer SMARTS is just that. Based on research of car salespersons at all levels of success, MuRF has been able to scientifically validate a tool that places sales candidates into one of three categories. They will either have a low likelihood of successes, have a likelihood of success, or have a high likelihood of success.

While this does not necessarily mean that your managers will do their job perfectly, it does mean that before you put a potential salesperson in front of your potential buyer, you can know with confidence whether or not they have what it takes to succeed.

A recent survey indicated that over two-thirds of all sales representatives should be doing something else. Zig Ziglar indicates in his book on closing techniques that close to 90% of all sales calls end in failure because the salesperson does not know how to ask for the business.

• Will they have empathy?
• Will they recover from rejection?
• Will they communicate well?
• Are they confident?
• Will they succeed?

How many of your potential sales have walked off the lot because of having the wrong sales person?

Don’t let this happen to you. You can’t afford to lose another sale.

Give MuRF a call to discover how to make better hiring decision on your car sales representatives.

The PinPoint assessment was designed to help organizations find cultural fit with their hiring, promotion, and development of key people.  With the power of three (3) primary focuses blended into one instrument, an organization is able to easily identify which potential candidates "fit" with their position.

By looking at these three (3) key areas, you will uncover...

• Work-Type Interests - Will this person be engaged in performing the tasks and duties of this position?
• Behavioral Makeup - Will this person fit with the position and be excited to show up for work?
• Cognitive Makeup - Will this person have the right mental aptitude for this position.  Too high and they get bored.  Too low and they are not capable of performing at the right level.