We believe that your requirements for Program Managers, Project Managers, Business Analysts and other Change Management Specialists are unique and it’s important to choose the way you would like us to work with you.
We know how risky this can be and we know how to significantly de-risk your recruitment and achieve success for you.
“There is nothing more important to a Manager’s personal success than hiring great people. Nothing” Which is why we want to get this right.
Use our 7-Step Performance Hiring System to always hire the very best candidate.
Best Financial Services IT Recruiter 2008
Best Inbound Marketing Led Recruitment 2015
Endorsed over 100 times each for recruitment success
Step 1. Systematic Process For Hiring Top Talent. Hiring top talent needs to be an integrated business process that meets the needs of all participants including top candidates, line managers, recruiters and everyone on the hiring team.
Step 2. Performance Profiles: Defining Success, Not Skills. If you want to hire top people, define first what they to do in terms of accomplishments, not what they need to have in terms of skills. Then ask, “Why would a top person want this job?”
Step 3. Talent-Centric Sourcing: Finding The Best Active and Passive Candidates. There is no longer a hidden pool of top candidates. Now everybody can find them. You need to use the latest technology, aggressive digital inbound marketing techniques and advanced recruiting techniques, if you want top candidates to consider your open opportunity.
Step 4. The Two-Question, Performance-Based Interview. It only takes two questions to determine the 10 best predictors of on-the-job success. Repeating them over and over again to develop trend lines of performance is how you assess consistency, growth and potential.
Step 5. The Evidence-Based Assessment. Interviewing accuracy can soar when information is shared and consensus reached. The 10-Factor Candidate Assessment template is used to assess a candidate’s competency and motivation in comparison to real job needs.
Step 6. Everything Else after the First Interview: Completing the Assessment. There’s more to assessing competency than just interviewing. To get it right, you need to conduct reference checks, informal references, performance testimonials and then throw in a take-home problem to boost your odds of getting it right.
Step 7. Recruiting, Negotiating and Closing Offers. You’ll need to offer at least a 30% increase if you want to hire the best. However to do it right, most of this needs to be in job stretch and job growth, not compensation. Recruiting, negotiating and closing focus more on career counselling and career opportunities than selling.
By following our 7-Step Performance-Based Hiring System, you will be able to hire a great person every time – just make sure you always follow the steps.