ReadSoft is a market leader in document automation software with several flagship solutions aimed at virtually eliminating manual entry of data into business systems, improving data accuracy and streamlining financial business processes.

Odin was initially engaged to assess the potential of existing team members, recruit and select new team members and run role clarity workshops with staff to clearly define their roles and objectives. Building on early successes, the role expanded to a fully outsourced HR function, covering performance management, aligning staff and corporate goals, compliance, staff retention and development programmes.

Managing Director Frank Volckmar says “People are our most important assets and Odin assists us in attracting and retaining the right people for the right jobs at ReadSoft, and in our business having the right people is our greatest point of differentiation.

It is critically important to us that each new member of the team, in addition to having the requisite technical and other relevant skills for the advertised role, is the right fit with existing staff members. Odin’s rigorous psychometric benchmarking is an excellent addition to the standard interview process.

We, in our dealings with Odin, feel that we are working with an external member of staff. Odin understands ReadSoft, the way we work and our goals and has become a virtual member of our Executive Team.”

QAS is a highly successful, fast growing and innovative technology company. Since QAS was founded in 1990, it has become the world's leading supplier of address management solutions with its range of QuickAddress software’s. QuickAddress brings real business benefits to organisations by building and maintaining their most important asset - their customer database. Their QAS softwares helps organisations to capture accurate address data and then store it consistently in an underlying application.

Prior to using the Odin Prevue Advantage System for selection, Managing Director Glenn Parker says “it was very challenging for QAS to qualify how recruiting managers made selection decisions and put a metric against this. The Prevue Assessment has enabled us to get a far better understanding of this skill set. Before Prevue, you could only rely on one's own judgment to assist in the hiring process & decisions”

Probably the most challenging role to recruit has been for our Senior Account Manager role, Parker says. “We are a very results- orientated business and finding the sales people with the rights abilities, motivation and fit for the job is critical. Ultimately our success depends on it!”

QAS benchmarked key roles by assessing the successful candidates staff currently performing in those roles. This benchmark is now a key part of their selection decisions. The Prevue has helped reinforcement and provideds very accurate analysis of the candidate(s) to minimise the risk of making a bad decisions.

“In only a couple of instances we have overridden the Prevue Assessment.” Parker Says. “The candidate seemed very good in the interview process and we needed to fill the role. The Prevue indicated a lower than average cognitive ability. Whilst the candidate had good interpersonal skills, they were not able to adapt to our complex, fast -paced sales environment. This had a direct impact on performance”

Successful Senior Account Managers ultimately can progress to Senior Sales Managers. As QAS has grown so rapidly in recent years, the Odin Prevue Advantage System is also valuable in selecting those sales people most suitable to be promoted into management managerial positions. “Sometimes the best salespeople do not make the best managers and these decisions are can also have a big impact on results” Parker says.