"We use the Culture Index system to evaluate employees, both current and new hires. We have used this system during the hire process, and I have found it to be one great tool. It allows you to accurately understand a potential or current employee's skills, and match those to the job. This tool also makes the hiring process much more objective. Finally, it will allow companies to match supervisors and subordinates to ensure that there is a fit consistent with the overall business strategy and objectives. I have seen a lot of hiring and management tools in my 25 year career. I have not seen anything like this, and I have not used one that has been more helpful in ensuring that new employees are a good fit and driving change. "

"We began the rollout of the CI Program by having our Senior Management Team participate in the CI workshop. We all agree it is the best management tool and process to assist in identifying talent and providing the means to manage that talent."

"We began using Culture Index to assess our sales reps and inside sales personnel. It has been so effective in identifying the "right people" that we have expanded it through out our entire organization."

"Less than two years ago, CEO of this manufacturing company, moved quickly to put the "right people", (ie, more leader type profiles) in senior management positions. Up until that time, this CEO felt she had to make all the decisions and felt a huge burden of making all critical decisions. Some senior managers were re-assigned, others fell out of the company. After making about 4 key management decisions the following results were achieved in 2007. A 20% operating profit was set as the target. 2007 Actual operating profit was in excess of 24%. This netted an additional $1.5mm net profit added to the bottom line. Having the right management traits have been attributed to this growth. This CEO is available for further in depth discussion if asked."

"We have hired seven salespeople and one coordinator since we started Culture Index. Additionally, we promoted a salesperson to Classified Supervisor based on her survey results. We also had four people who were "miscast in their roles", leave the paper, opening up room for more qualified individuals.

Here's a quick look at the changes from Culture Index:

We have been able to expedite our interview process by pre-screening applicants We are not wasting valuable management time by meeting with poor candidates We have been able to refine our hiring decisions (no more bad hires) We have changed our ads to attract the right people, we have a small waiting list of applicants It has opened up many more candidates in the market that we would not have considered due to lack of experience. Prior to CI, you would hear that the job pool is tapped or there are not any qualified candidates in Springfield. CI allows us to find individuals who may not have a pretty resume, but can get the job done

These candidates with lower qualifications in the industry are more open to training, in fact, they ask for it. These new hires will typically will accept the job at lower levels of pay. Of the seven sales reps hired, four of them are running circles around our existing staff. These seven are motivating the existing staff to kick it in high gear. Now, we just need more of them."

"Prior to implementing the Culture Index Program, our sales were flat. Since implementing Culture Index Program in 2005, we have grown our sales 25% year over year the last two years..."