B. R. Garrison Software Plus-32™  -  Benchmark Program

We were the first software testing company to design and use "Benchmarking" back in 1987 and now almost everyone has it and here is the reason why:

How often do you hear the phrase "I wish I had 10..Ted's. I would have a very successful department with no headaches." Benchmarking is the key to duplicating your "Ted’s".

   The reason Ted is doing so well is because Ted has the right personality, talent and character traits needed for the position and your company/management style. You see, Ted is comfortable working for you, with his position and the way he is being managed and motivated. He has all the skills necessary to do the job and everything "clicks" for both you and Ted.

   By testing Ted and creating a benchmark file, the next applicant can be compared to Ted to see how close they come and where they differ. Let’s say Ted is a salesperson selling computers. The position requires a person that is patient, analytical, somewhat aggressive, detailed, persuasive and confident. Ted is a C/A personality with all these traits.

   Benchmarking is a unique way to evaluate applicants to see if they have the same personality, talent and character traits of someone now doing a good job. If you are hiring for a new position then we can help you set up a new benchmark that will work.

The Test:

   Now let’s say a new applicant applies for a sales position and you test them using the benchmark made from Ted’s scores. You find the new applicant is a B/A personality with little detail, analytical, or patience traits.

The results:

1. The applicant is a different personality which will upset Ted because they are extremely opposite in personality and both need different motivation to do a good job. Your manager will try to treat both the same and it won’t work.
2. The applicant does not have the traits to sell your computers which means you will have to fire him/her within weeks and you both lose.
3. You may also lose Ted if the new applicant upset him and caused him to lose sales or confidence.
4. At this point had you hired the fast talking, persuasive B/A personality, you could now be looking for 2 new employees with lost revenue and double the cost.