1. 1
Selecting High Performers

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3. 3
Use of Pre-Employment Selection
Tools
© 2012 Development Dimensions International

4. 4
Impact of Assessment on
Turnover
* Terminations at the end of three month probationary period; cost savings of $8.4 million

5. 5
12 Contributing Psychologists including Denis Waitley
The Most Thoroughly Validated Assessment
8 Million Participants; Norms Updated every 2
Years
World Class HR Licensed by Executive Career Hub
 CEO – Chris Saffer, Executive Career Hub and Solutions 5 Consulting
 Victor Bullara, Certified Master Coach and Winslow Dynamics Profile Coach
24 Competencies/50 Dimensions (Dynamics Profile)
 Not All Are Created Equal (some competencies more difficult to develop)
 Detailed reports for Individual (40 pages) , Executive (5 pages), manager (18 pages)
Winslow: Providing Insights into Predictable Behavioral
Success

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Interpersonal
 Sociability
 Recognition
 Conscientious
 Exhibition
 Trust
 Nurturance
Dedication
 Ambition
 Endurance
 Assertiveness
 Boldness
 Coachability
 Leadership
Organizational
 Alertness
 Order
 Flexibility
 Creativity
 Responsibility
Self-Control
 Self-Confidence
 Composure
 Tough-Minded
 Autonomy
 Contentment
 Control
24 Traits in the Dynamics
Profile
Scientifically proven measures of predictable performance
In 90% of the cases,
failure is directly
attributed to some
aspect of human
behavior that could
have been predicted

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Integrated Human Capital
Systems

8. 8
Accuracy
 Questions with only one correct answer
 Can determine if participants accurately read and understood the questions, ,
whether they were paying attention and selected their answers correctly
 Example: “The United States is the only country with television.”
Objectivity/Faking (30% of all tests results are invalid and no one else controls for it)
 Can detect if participants answered the questions objectively, unintentionally
exaggerated answers or intentionally selected socially desirable answers in
order to obtain desirable results
 Profile questions describe implausible positive behaviors that no person
manifests – Example: “I complete every project that I start”
 Profile questions describe common negative behaviors that every person
manifests
8
Unique Controls for
Validity

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Feedback AND Development
Plans
45-60 page report
with detailed and
customized feedback
and developmental
suggestions

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Feedback AND Development
Plans
45-60 page report
with detailed and
customized feedback
and developmental
suggestions

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Position Specific Success
Profile
Looks pretty good, right?
Many high scores.

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Person Specific Success
Profile
Deeper dive with a
specific position in mind
shows 5 areas of
“caution” and 3 areas
of “concern” with a “Net
Score” of +13 which
would predict only
average performance

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Deeper Dive illustrates Weakest
Links
Unlikely to be successful
No Mitigation of Liabilities
No Mitigation of Liabilities
Concerns; Mitigated Strengths

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Utilizing Winslow
Dynamics
Creating a Company Position Compatibility Summary (PCS)
Brief Worksheet about the Role, Department, Job Duties, Performance Expectations
Builds company specific competency model for selection, development, et al.
Benefits:
 Develop a scientific, predictable model of the traits associated high performance
using the most thoroughly validated (per the EEOC) assessment tool
 Use this model for assessment, development and executive coaching
 Demonstrate to investors the due diligence you have completed so that the venture
will be successful in meeting revenue and growth targets.
 Increases retention based on the individual’s line of site to career advancement,
and a demonstration of the company’s investment in their future
Post Assessment Analysis
 Individual report with detailed development plan (40 pages) delivered by Certified
Winslow Dynamics Coach (Victor Bullara)
 Detailed scoring model pinpoints “matches” and developmental needs
 Company specific dashboard - one place to view assessment status

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949-716-8852
www.WorldClassHR.com
Vic@WorldClassHR.com
Victor Bullara, ACC, ELI-
MP