Helping Companies, Helping Staff

A simple, human, smart approach to hiring.

About Us

It's all about the HUMAN factor!

Since 2008, The Human Resources Factor, LLC has focused on assisting small to mid-sized companies with hiring challenges and various other human resources needs. Our goal to help companies to hire and retain the right staff, and assist with other staff or management issues. At The Human Resources Factor, LLC, we strive to exceed your expectations by breaking barriers and changing the game. And, by using the right tools, you can create the team you need to make your company more successful. We’re available to help you navigate even the most difficult human resources issues with the tools and resources your company needs.

So, do you need help hiring & retaining staff? The Human Resources Factor, LLC can take on your day-to-day HR needs such as talent acquisition/recruitment/hiring, employee engagement, team building, leadership development, HR compliance and so much more. We provide the expertise and experience needed to manage HR challenges with years of proven success and in a number of ways. We can help you find and use the right employee assessment tools. And, we can help your company address other HR services with either a one-time project, a simple phone call or consultation, an ongoing series of projects, or with retained services...all of these options available in order to provide you service while working within your company's budget. Have questions about how to hire the right staff or manage a particular issue , let us help!

At The Human Resources Factor, LLC, our focus is to provide Human Resources services to support your staff and your company. Our goal is to help companies to better support the HUMAN side of the business. When you hire staff into the right job fit, they are happier, more engaged and more productive.


  • Human Resources Report Card...your company's personalized color-coded assesment

    The HR Report Card is a business profile assessment that is completed by The Human Resources Factor, LLC and will review six main HR factors. These HR factors include Recruitment/Talent Acquisition, Employment/Retention, Benefits/Salary Administration, Reports/Systems, Above & Beyond, & Separation/Termination. Each HR factor will list the significant 'must haves' and less critical 'should haves'. Your company's degree of HR compliance will determine your company's "HR Report Card" and the level of vulnerability for future employment problems.

    In the HR Report Card, each reviewed HR factor, or business practice/component, will have a color-coded 'grade' designation showing the degree of compliance, and the specific reasons/recommendations for each of your business practices. You can work on the solutions yourself, or get assistance from The Human Resources Factor, LLC.

  • Profiles Performance Indicator

    The Profiles Performance Indicator™ (PPI) is an assessment that reveals an individual’s job performance and aspects of their personality that could impact their fit with their manager, coworkers, and team. It is used primarily for motivating and coaching employees, as well as resolving post-hire conflict and performance issues. The PPI specifically measures an individual’s motivational intensity and behaviors related to productivity, quality of work, initiative, teamwork, problem solving, and adapting to change, as well as response to stress, frustration, and
    conflict. The output from this assessment serves as a “manager’s operating manual” for an employee, which helps managers better communicate with the employee. It also and provides crucial information for improving team selection and performance.

  • CheckPoint 360°™

    The CheckPoint 360°™ is a leadership assessment used primarily to evaluate the effectiveness of your managers and leaders. This survey combines feedback from direct reports, peers, supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback. This process highlights a manager’s job performance in eight Universal Management competencies: communication, leadership, adaptability, relationships, task management, production, development of others, and personal development. CheckPoint 360°™ helps managers identify and prioritize their own development opportunities, and helps the organization to better focus on management training. It also proactively uncovers misaligned priorities between senior executives and front-line managers by spotlighting management issues that could lead to low employee productivity, morale, satisfaction, and turnover

  • PXT Select ™

    PXT Select ™ is the superior pre-employment screening tool that helps you find the right candidate for a given job based on data, not impressions. This powerful tool gives you a clear pictures of the candidate’s cognitive and behavioral traits and interests, and provides intuitive questions to strengthen the interview process. With PXT Select, you have access to a full suite of reports to help you select, onboard, coach and develop employees to reach their full potential.

    The PXT Select helps you:
    * Match the right person to the right job based on science and objective data
    * Get a clear picture of candidate’s job fit based on cognitive ability, behavioral traits, and interests.
    * Interview with confidence
    * Reduce turnover and boost employee engagement
    * Improve the new employee onboarding experience

  • Step One Survey II®

    Our Step One Survey II® (SOSII) is a brief, pre-hire assessment that measures an individual’s basic work-related values. It is used primarily as a screening tool early in the candidate selection process.
    This assessment provides valid insight into an applicant’s work ethic, reliability, integrity, propensity for substance abuse, and attitudes toward theft —including property, data, and time.

    Why assess employees with SOSII? It’s a startling fact: employee theft and fraud averages $9.00 a day per employee! That’s about $2,000 per employee subtracted from your bottom line every year. While all employees have opportunities to steal, an employer’s risk increases as people advance to upper levels of responsibility. High ranking executives have been known to embezzle tens of thousands--even millions--of dollars. There couldn’t be a better reason to hire people worthy of your trust.

  • Customer Service Profile™

    The Customer Service Profile™ (CSP) measures how well a person fits specific customer service jobs in an organization. It is used primarily for selecting, onboarding, and managing customer service employees. The CSP also looks at what our current and future employees believe is a high level of customer service, while at the same time showing where they align or misalign with the company’s perspective. We have a general industry version of this assessment, as well as vertical specialties in hospitality, healthcare, financial services, and retail.

    Why assess customer service people?
    Given the opportunity to land a new job or promotion, people may offer lip-service instead of the truth. Additionally, much of their success depends on the specific type of job and the organization in which they would work. Success seldom transfers automatically. The cost of a bad hire that is customer-facing is very high, considering the hiring and ramp-up costs, poor productivity, lost revenue, etc.

  • Profiles Sales Assessment™

    The Profiles Sales Assessment™ (PSA) measures how well a person fits specific sales jobs in your organization. It is used primarily for selecting, onboarding, and managing sales people and account
    managers. The “job modeling” feature of the PSA is unique and can be customized by company, sales position, department, manager, geography, or any combination of these factors. This enables you to evaluate an individual relative to the qualities required to perform successfully in a specific sales job. It also predicts on-the-job performance in seven critical sales behaviors: prospecting, call reluctance, closing the sale, self-starting, teamwork, building and maintaining relationships, and compensation preference.