We help decision makers quantify both desirable and undesirable behaviors before committing to a job offer. Specializing in sales and customer service success, we can help you enhance your existing hiring process to attract more productive, engaged, and satisfied employees. Whether you are re-accessing an existing role or creating a vision for a new one, we can help you resolve talent issues.
“Only 23% of top executives agreed that their firm brought in highly talented people, and even fewer (16%) said that they could identify the high and low performers.” Bernard Bass-The Bass Handbook of Leadership, 2008
Job Description and Analysis consulting
Issues in the selection process start with the inability to fully define the knowledge, skills, abilities, and other characteristics required for role success. Additionally, subject matter experts within the organization often disagree about these characteristics, leading to “bad hires.” We help companies clarify job descriptions, creating a more structured and clear understanding of the ideal candidate.
Personality Assessment and Competency Modeling
Competency modeling provides a rational, consistent, and practical framework to define and standardize workplace behaviors. Before administering personality assessments to candidates, this critical (and fun) process involves stakeholders clarifying key performance expectations that become measurable in assessment administrations. Learn more
Personality assessment allows for the largest sampling of what a candidate is most likely to do on the job. The ability to influence, handle rejection, close transactions, and handle feedback are just some of the measurable future behaviors that predict job performance.
Structured Interview Services
Standardizing your interviews enables you to gather a more consistent sample of future behavior, including applicant job knowledge, social skills, and organizational fit. Working in conjunction with your job description and assessment results, we help you develop a behavioral interview process to enhance the likelihood of predicting success in new hires. To learn more about the reliability of the average interview process, click here to read my newsletter post.