• 11.09.2017
  • Carlsbad, CA


Tiger Woods, one of the greatest golfers of all time, would not enter a tournament with fewer than 14 clubs on purpose.  (14 is the max allowed in tournament golf) There is no reason for any competitive golfer to carry fewer than 14 clubs in their bag.  Otherwise, their competition would have a better chance of winning.  All 14 clubs serve a different purpose similar to each method in your hiring process.  If Tiger would have played with 9 or 10 clubs while his opponents were playing with 14 clubs, he would not have been successful.  

I recently read a research paper on selection methods.  They studied over 25 different selection methods including Employee Assessments, Unstructured and Structured Interviews, Education, Reference Checks, etc…. It’s no surprise that some methods were very predictive while other method... FULL ARTICLE >

  • 09.26.2017
  • Carlsbad, CA


‘Coaches who can outline plays on a black board are a dime a dozen.  The ones who win get inside their player and motivate.’  Vince Lombardi 

Of all the reasons people leave companies, having a bad manager tops the list. According to Gallup polls, a full 50% of employees who quit cite their manager as the reason.    Don't Be Surprised When Your Employees Quit, Jack Altman         Forbes.com

This is not new information nor is it simple to fix.  The easiest solution for companies would be selecting candidates that are a ‘good fit’ to be a successful manager.  That alone would help reduce employees from quitting bosses. 

Based upon our conversations with clients and prospects over the years we see several approaches:  some are diligently working on it with good processes, others do not accept or ackn... FULL ARTICLE >

  • 01.16.2017

Latest Resource : Predicting Employee Performance

As the calendar turns to 2017, forward-looking HR leaders are focused on one question: How many of our employees will still be here next January?

High turnover, including voluntary separations, is a growing challenge. In the retail and food service sectors, two out of three hourly workers will be gone in a year, and the costs can be enormous.

That begs another question: Who should we hire to replace them?

More and more companies are now using employee assessments to help predict which applicants are more likely to succeed — and which ones to avoid. According to the Wall Street Journal, the number of large U.S. employers using pre-hire assessments has more than doubled in the past 15 years.

“Eight of the top 10 U.S. private employers now administer pre-hire ... FULL ARTICLE >

  • 12.15.2015
  • Carlsbad, CA

Latest Resource : Three Tips to Prevent New-Hire Surprises

Did you know that pre-hire assessments have been in use since the third century? According to a Harvard Business Review article, Chinese imperial leaders of the Han dynasty used them to assess “knowledge, intellect, and moral integrity when selecting civil servants.”
Today, 76% of medium to large companies use pre-hire assessments to evaluate job candidates. And this is much more than just evaluating someone’s knowledge or skill; this is about preventing surprises after the “honeymoon period” (the first six to nine months on the job, when the new employee is on their best behavior).

It’s at the end of that six-to-nine-month time frame that the real personality of your new employee starts to emerge. That’s when they feel settled in enough to relax and let down their best-behavior guard. And that’s when the su... FULL ARTICLE >

  • 12.08.2015
  • Carlsbad, CA

Latest Resource : Five Things Background Checks Don’t Tell You (that you need to know)

You probably run a background check on your employment candidates. After all, you don’t want to hire someone with an undisclosed criminal record, so the check is simply sensible risk-management practice.
But the fact is, a background check only tells you about the people who got caught.

What about the people who haven’t gotten caught? The ones who are a bit smarter, a bit faster, a bit more cautious in their behavior?
Here are five things background checks won’t tell you about your candidates.

  1. If you’re in retail, you know about inventory shrinkage. Obviously customer shoplifting is a big part of shrinkage – but did you know that employee theft is only slightly less expensive for you than shoplifting: 34.5% versus 38% for shoplifting? (These numbers are from the National Retail Federatio... FULL ARTICLE >

  • 12.01.2015
  • Carlsbad, CA

Latest Resource : Why your business is like a rowing team

Have you ever watched teams of rowers – especially the larger boats (called “sculls”) crewed by eight rowers plus the Coxswain?
There’s more to that smooth, even, gliding movement than meets the eye.
And that’s why, in redesigning the Plotkin™ website, we chose a rowing team to represent our mission.

A rowing team – and your business – needs more than just quality, skilled people.

You need those people in the right seats, doing the jobs they’re most suited to do.

The Coxswain is the CEO, setting strategy, steering the boat, and calling out tactics to the team.

The Stroke, next in line to the CEO, is competitive and skilled. This is your VP of Sales (or the equivalent in your organization), setting the pace for success.

 The Seven position, just after the Stroke, anticipates timing and ... FULL ARTICLE >


“We knew that our employees would be the key to our success, and we knew what we had to do philosophically, we just weren’t sure how to get there. And that’s where we were fortunate enough to find Jim’s group to help us.

Plotkin helped us develop a tremendous culture of excellence in our organization. We had 3,500 employees, and we were able to reach every employee, top to bottom, and they all had a pride in the organization that we were able to instill in them with many of the programs that we worked with Plotkin on. As a result, all our business results were outstanding – profitability, awards and recognition, and brand building.”

Pete Davison, former SVP & COO for PGA Tour’s TPC Network.

“Turnover at our organization averages 65%, and 1/3 of our hires leave within their first 90 days. In 2014, after piloting the Stanton Survey for 9 months, we operationalized it across our company. The data we gathered during this period showed significantly lower turnover of new hires — approximately 17% at both the 6 and 9 month post-hire dates, respectively, within the pilot period. Improving our turnover rates was the reason we started using the Stanton Survey, but the byproduct is a better hire. The downstream effects of a good hiring decision are irrefutable and can last for years. Better people hire better people.”

VP of HR, Consumer Loan Finance Company; South Carolina

"The value of The Plotkin Group assessments has been twofold," explains Recruiter customer Dick Kopplin. "First, the testing process gives us increased credibility with our clients, and the assurance that we are evaluating candidates not only through our own process, but by using impartial experts. In addition, the testing often indicates that we should do some additional checking on candidates who have not tested well in certain areas. We would highly recommend the services provided by The Plotkin Group."

#1 Recruiter in his Industry

"The Stanton Survey helped us reduce workers comp by 75%!”

HR Manager, Printing Company  

LET’S GO!  Our experienced staff is here to help.  

Please contact us with questions regarding finding the right solution for your company.