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In a Triple-Blind Validation Study, using 604 Sales Agents from a Fortune 500 Company, a leading
clinical psychologist concluded Boston Biometrics can separate bottom producers from medium and
top producers with a probability of more than 10,000 to 1.
All the participants in this Job Performance Validation Study were active Sales Agents for a Fortune 500 Company.The participants were
a mix of top, medium, and bottom producers that were randomly selected from a pool of more than 20,000 active Sale Agents by the participating
Fortune 500 Company. Thus, if Boston Biometrics technology is accurate, the expected outcome of the study should be a substantial difference in
the average Job Performance ratings between the top, medium, and bottom producers.
The Job Performance Validation Study was conducted by Jordan B. Peterson, Ph.D. a world renowned clinical psychologist, who has over
70 peer-reviewed articles published in leading scientific journals. All participants in the study took The Boston Test. The participating Fortune 500
Company assigned random numbers to the completed tests and removed all the names prior to forwarding them directly to Dr. Petersons office.
Dr. Petersons staff duplicated these anonymous tests and forwarded them to Boston Biometrics to be rated on a Scale of 1 to 99 . . . with 99 being
the highest rating. After the participating Fortune 500 Company received back the Job Performance Ratings for all 604 Sales Agents . . . then, and
only then, did the Company provide Dr. Peterson with the real-world, actual job performance data for the 604 Sales Agents. The validation study
was triple-blind because Dr. Peterson did not have the Company's job performance data prior to the assessments being done.
To determine a Sales Agents natural suitability and thus, their job performance, Boston Biometrics first crafted a Custom Target Profile
for this sales position. This Target Profile used a select group of 13 personality traits and aptitudes that correlate strongly with top performance.
Taken together, these 13 personality traits and aptitudes make an efficient hiring template that screens out bottom producers, while identifying the
medium and top producers.
After developing the Custom Target Profile, the personality traits and aptitudes of each Sales Agent were assessed and matched against the
Target Profile. Those Sales Agents who best matched the Target Profile were rated top producers. Those who did not match the Target Profile
were rated bottom producers.
The results of this Validation Study were exceptional . . .
82% of the HIGH RATINGS (70-99) . . . were Medium/Top Producers
96% of the LOW RATINGS (10-49) . . . were Bottom Producers
Dr. Petersons report concluded that Boston Biometrics Job Performance Ratings were 4+ standard deviations off norm. Thus, the probability was
more than 10,000-to-1 that Boston Biometrics could separate the bottom producers from the medium and top producers. In direct comparison,
the Fortune 500 Companys track record was shockingly poor. Just 1 out of 12 of their new hires (8.3%) turned out to be good producers. Thus,
the hiring efficiency of Boston Biometrics technology was 10 times better.
The chart below shows how well Boston Biometrics ratings correlated with the actual sales performance of the Sales Agents.
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