Selection before hire. Thanks to our extensive benchmarking, your candidate will be compared to your specific performance expectations, compared to the workplace/environment in which the job will be performed, compared to a prospective peer group member and compared to the personality and management style of the prospective supervisor, with tips to the supervisor on how to focus and motivate this candidate.

Here’s the big difference:

· The Omnia Profile® is interpreted by a professional analyst.

· The Omnia Profile® measures things not measured by OmniaSlim™, such as stamina, maturity, “learnability,” commitment, staying power, judgement and other critical factors.

· The Omnia Profile® interpretation compares your Finalists to your benchmarks, to profiles of peers (these are authorized by you and sent to us – there is no charge for peer profiles) and the profile of the prospective supervisor or manager to check compatibility with personality, management style and other factors.

· The Omnia Profile® answers your specific questions, such as promotability, leadership, “best fit” in the organization, management style, practically any workplace-relevant thing you need to know. The Omnia Profile® can even compare one short-list candidate to another!

· The Omnia Profile® runs 10 to 12 pages in length and concludes with a graphical comparison of your candidate's profile to that same title in our national database!

Selection before transfer. Benchmarks change! We compare a candidate to others performing successfully for you in the prospective position as well as to our own database of thousands of profiles of people performing well in the prospective position.

Selection before promotion. Benchmarks change! We compare a candidate to others performing successfully for you in the prospective position as well as to our own database of thousands of profiles of people performing well in the prospective position. Promotion usually means becoming a manager or becoming a more senior manager and we examine the chances for success of both.

Retention. We examine the compatibility of the employee with the demands of the position and the workplace, compatibility with team roles (if any) and compatibility with the supervisor’s management style. And we make specific recommendations for increasing compatibility in all areas.

Career Planning. Not every one should be a manager and not everyone has the patience and detail-orientation for research. Not everyone is content to complete their career doing forever what they are now doing, and an employee’s conviction that s/he and the organization agree on personal growth and career advancement steps is usually win-win.

Team Building. Some people need leadership roles and others need to be able to make a team contribution; some people are natural communicators, analytics, coaches, mentors, checkers or double-checkers, worriers, wonderers and everything in between. Few managers want a team made up of identical personalities.

Succession Planning/Perpetuation Planning. Owners of small businesses do not want their children to fail. Not everyone is meant to manage and lead. Often, it can be better to give the kids a lesser role and a salary or sell out and give them the money. On the other hand, what a joy it is to discover a successor who has the right "stuff" or who, following a few years on a development program, has a high probability of rising into effective leadership.

For more information on this Omnia service, e-mail us using the opportunities@Omnia.cc button below or call us at 1-800-525-7117. (Outside north America, call +1.813.254.9449.)