Stop Lead & Assistant Teacher Turnover Today
Yes! It is possible to cut your Lead and Assistant Teacher turnover while reducing your retention expenses by up to 70%!
By predicting the performance of your Lead and Assistant Teacher candidates you’ll cut down on your caregiver turnover simply by ONLY hiring people that have what it takes to be good at the job. And as you’ve probably learned over the years, looking at past experience really can’t tell you if the candidate is any good at the job.
Let’s face it, we’ve all been fooled during the interview process by that “perfect candidate”.
Consider that many recent studies on the validity and utility of selection methods found that, by using an unstructured interview alone, you’ll be able to predict how well your candidate will perform only 38% of the time.
If you formalize the interview process by switching to using a structured interview process, you should be able to predict how well a candidate will perform 51% of the time. Better, but not by that much really.
Especially when you consider that the Child CareGiver Assessor has a proven accuracy rate of 83+%. BTW – This has been confirmed by an independent research firm.
What Independent Researchers Say
Independently verified accuracy by the Waterloo Organizational Research and Consulting (WORC) Group at the University of Waterloo in Ontario, Canada – recognized worldwide for their research in organizational excellence
“The Child CareGiverAssessor is accurate 83+% of the time when predicting which candidate will be rated as a top performer by School Directors.
The Child CareGiver Assessor Is A Must For You If You...
Are tired of constantly hiring teachers and assistant teachers
Want happier clients and their children
Are tired of “baby-sitting” your teachers and assistant teachers
Want a better way of choosing high performing teachers and assistant teachers for your learning center
Have a happier students and clients
How One Learning Center Saved Her Business
Recently, one of our clients decided to pass on a Lead Teacher candidate.
The candidate interviewed very well, so the client decided to have her complete the Child CareGiver Assessor.
The Child CareGiver Assessor showed some areas of caution that needed to be looked at further. As a result, our client decided not to hire the candidate.
A couple of months later there was a television news story that mentioned that Lead Teacher. It seems that at her next job, she decided to write herself 2 company cheques totaling $240,000 and deposit it in her bank account.
If the client had relied solely on the interview, who knows what damage the Lead Teacher might have done to her business. She is so glad she passed on hiring her.
A great example of the old saying “an ounce of prevention is worth a pound of cure.”
When you know how a candidate will perform, you’ll avoid hiring under-performers. That automatically leads to lower turnover because you don’t need to replace them as often.
What Hiring Poor Performers Costs YOU!
The cost of a bad hire is even more than most people realize. You may have heard that it costs about 50% of the caregiver’s wages to actually hire the caregiver.
But research has also shown that, during the time a bad hire works for you, they’ll cost you over 3 times what a good hire will cost.
Having poor performers work for you de-motivates the good performers. Under-performers complain about everything. So what happens? The good performers leave because they can’t stand the environment. They’re no longer happy. So now you’ve kept the poor performers that complain about everything and lost all the good people. As a result, if you do manage to be lucky enough to hire a good caregiver, they’ll leave pretty quickly because they can’t stand the environment.
In all likelihood, because you’ve lost your good Lead and Assistant Teachers and kept the bad, you’ve also probably lost one or more clients as well.
Clients of any Child Learning Center caregiver business, want consistency in who they deal with. They dislike dealing with a new caregiver every time they come in.
With the Child CareGiver Assessor You’ll Know
How the candidate will perform compared to the top 25% ofTeachers/Assistant Teachers.
How you will rate your candidates in 3 critical performance measures:
- Client Focused Attitudes and Behaviors
- Business Focused Attitudes and Behaviors
- Self focus Focused Attitudes and Behaviors
How your candidate compares to top performing Teachers/Assitant Teachers in 9 job-specific behaviors:
- Attention to Detail
- Understanding Other’s Feelings
- Mental Toughness
Clients Want A Good Atmosphere
Walk-ins will pick up on an unhappy environment right away. If you have a prospective customer that doesn’t like the atmosphere, how likely will they be to place their precious child in your care? And your prospective customers WILL pick up on the atmosphere of your business.
I’m sure you’ve walked into a business and felt uncomfortable right away. I pick up on it right away often walk out of the business right away without looking at anything.
And these are just the obvious costs of a bad hire.
On the other hand, high performing employees tend to stay longer if they’re working with other high performers. They enjoy the job more, and fellow employees are motivated to perform better. If you have a group of good performing employees, they tend to self-reinforce the good behaviors that you want.
Plus, you’ll be happier because fewer turnovers means higher profits, less aggravation because you won’t go have to keep hiring people, and customers will stick around longer because the atmosphere is so pleasant.
It’ll be easier to attract new customers by word of mouth because your current clients will talk to others and say how pleasant it is to be there.
And, let’s not forget the children. They learn better in happy environments and will look forward to coming to your center more than they do now. Plus, by having an ongoing relationship with a child, the caregiver can be much more effective in teaching and developing rapport.
Happier children = easier to teach = happier parents = higher sales
Both. Although most clients prefer to use the on-line version of the questionnaire, for a variety of reasons some prefer to use pencil and paper.
The Child CareGiver Assessor is emailed in seconds to anyone you designate (unlimited) to get reports automatically.
- Once we've agreed that the Child CareGiver is right for you, we can have you up and running within an hour.
- Since it's web-based there's no software to install or keep updated.
No. We prefer to earn your business every day so there's:
- No contract to sign,
- No monthly/yearly fees and,
- No setup fees.
Each of our clients get unlimited personal support by telephone or email at no charge.
Since all of our performance predictors were designed for job-specifc behaviors, they meet the criteria set out by the Supreme Court. In “Lewis v. Chicago” (2010) they ruled that employment practices that cause “a disparate impact are forbidden unless the employer can show that the selection practice is job-related and “consistent with business necessity”.
Many of the issues that lead to high staff turnover originate in the selection process. They’re not something that DEVELOPS over time. They only BECOME apparent over time. That’s why it’s so important to hire the right people the first time. Those with the right attitudes and job-specific behaviors and it is guaranteed that you’ll suffer from high turnover in your location.
Repeating the same actions doesn’t change outcomes
If you’re the victim of Lead and Assistant Teacher turnover, you have to cure it by changing what you’re doing now. Adding an objective assessment of your candidates before you hire them can only help.
That’s where the science of the Child CareGiver Assessor comes in. It’s an objective, scientific look at your candidates and tells you, in a very clear, easy-to-use and easy-to-read report, how likely the candidate will perform.
So there you have it. A simple and cost-effective way to reduce turnover and at the same time, slash retention expenses by up to 70%.
The Child CareGiver Assessor will help you cut your turnover rates by helping you hire the right Lead and Assistant Teachers.
Imagine a day where you won’t be frustrated because of high turnover. It can happen sooner than you think if you use the Child Caregiver assessor.
How We Work
I’m not a salesperson. In fact, I hate sales more than anything else. I’m a problem solver… an analyst… which is why I took down most of my consulting lead forms.
I like focusing on what I am good at and only that, which is helping companies make the right decisions.