Want to recruit top performers?
8 Steps to Building an Elite Hiring Process
STEP 1 - WHO IS THE BOSS?
Building an effective team begins with understanding what the boss is like, so we can build talent around leadership. Our very first step is to have the boss complete the same assessment that the team and candidates will be completing.
There are 2 reasons:
Once we determine if the candidates can do the job and how well they’ll do it, it’s vital that we measure “fit” with the boss. This helps determine if they will work well together on the same mission or experience recurring conflict.
step 2 - get to know the team
This part of the process allows us to measure the culture of the team.
Some teams are innovative, open-minded, constant learners, while others are results-driven and performance-oriented. Simply put, candidates that don't possess the top values of the team won't fit in the culture.
We're able to pinpoint how good of a long-term fit your new hire will be in your environment. This also factors into our "long-term fit" analysis with the boss.
step 3 - identify job success criteria
In this step, we will identify and clarify core competencies required to do the job well.
Most job descriptions include a laundry list of things desired, but they frequently miss the mark when it comes to the key goals to achieve. Underlying the ability to achieve goals are core talents that can be measured.
When we understand those core measurable talents, it helps both in the assessment review process and for the interviewer/hiring manager to know what specific characteristics to look for in the interview process.
Once all these things are defined, you’ll know what attributes in the candidate will produce an “A” game.
step 4 - assess candidates
We will create a clearly defined process for where and how to implement assessments.
The process depends on how your company operates and the type of position being hired. As an example, hiring for a sales position often needs to screen out poor candidates early so you only spend time with high potential candidates. We show you how to pre-screen and appropriately follow up to ensure optimal flow resulting in both an efficient and effective hiring process.
Once you begin, we will send you a document which includes both the instructions and the specific link for your company. All you have to do is attach the PDF to emails for your candidates.
You and/or your designee (up to 2) will receive the full report of the candidate immediately upon completion. No emails or reports are sent to candidates, and we do not recommend that you send to anyone until after they are hired.
We make the process simple and easy to administrate.
step 5 - measure vs criteria
Higher engagement is a result of measuring the candidate vs the criteria.
We measure the candidates' assessments versus the Job Success Criteria because a candidate who naturally possesses the right attributes and characteristics will, as a result, be more engaged once they're in the role.
In other words, when the "A" game the candidate brings matches the "A" game of the Job Success Criteria, higher engagement is a nearly automatic outcome.
step 6 - review candidates
We'll give you an easy to understand grading system to help you determine the best candidate to choose.
Once your candidates complete their assessments, you will receive a 4-page executive report plus a written review of each qualified candidate. In the written review, you will receive a grading system for each component of the assessment as it relates to:
All of this provides you with a completely objective perspective and clarity through the hiring process.
step 7 - interview coaching
You'll receive interview coaching to help you get the most out of the hiring process.
You'll be prepared with specific interview techniques and things to look/listen for during the interview.
If you need more information, we will include an additional phone consultation to help you understand more about strength identification and warning signs that may or may not have surfaced during previous encounters or interviews.
step 8 - hire hard, manage easy
We've helped you with the "Hire Hard" part, now it's time to "Manage Easy." By combining the specific leadership characteristics of the boss with the talents and primary motivators of the new employee, we'll provide you with specific tips for how to best lead your new hire.
Employees DO come with instruction manuals - we'll show you how to use it!