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FIND TALENT

Let us help you find your next top performer.

A Hiring Partnership

 

Our consultants collaborate with you to help clarify your hiring needs, search strategy, and create a compensation package that will attract your next Force Multiplier.  We analyze and reveal the key factors to recruiting successfully, making your job of hiring the right person easier.  Some of these factors include identifying:

 

Purpose/Context:  Understand the purpose of the hire and the context of the hiring need:

  • What skills gaps will be filled by this new hire?

  • What projects the new hire will work on in the first 6-12 months?

  • Who will directly manage the new hire?  How will the new hire fit within the organization and with whom will they work most closely?

 

Benchmark:  Identify an existing employee(s) who will act as a good benchmark for the new hire, then consider that employee's resume, performance reviews and compensation history for evaluating candidates/new hires.

 

Job Definition:  Having understood the context and a benchmark for performance and compensation, it's time to create a meaningful job description that accurately describes the role and responsibilities, as well as a targeted compensation range (salary, bonus, deferred compensation, etc.).  We provide samples and templates and help you shape an accurate and attractive job description.

 

Search Strategy: In addition to the factors above, our consultants will help you understand the market of suitable candidates, domestic and international (if desired), and how to attract them to your opportunity.  We will discuss with you the competitive landscape, compensation trends, and candidate sources.  Candidate profiles should match all of the minimum requirements and a number of the ideal attributes.

Interview Process: With the hiring purpose, a benchmark, job definition and a search strategy established, the next step is to outline hiring criteria and to communicate these to all interviewers and hiring decision makers. 

  • Select interviewers and decision-makers: only interviewers whose job performance is exceptional and whose candidate evaluations are thorough and impartial. From experience, we have found that no more than six interviewers should be involved in the interview process, from start to finish--more than six interviewers causes analysis-paralysis (too much information). Interviewers should provide valuable inputs, and there should only be 1-2 decision makers who weigh those inputs.

  • Define each interviewer's goal: Using the benchmark employee as a comparator, explain to each interviewer the objective.  Each interviewer's job-relevant questions and the expected answers should be well-defined before the interview.

  • Test/Whiteboard: If a test/exercise is part of the selection process, it should be used early as a qualifier.  Whiteboarding with 1-2 interviewers helps reveal the candidate's thought process and ability to interact with a team. 

  • Grade the interviews: Quantitative scoring and succinct qualitative (descriptive) assessments should be submitted and reviewed within 1 day of the interview. 

  • Duration of interview process: The whole interview process, from first interview to offer, should be completed in a short time period, within 1-3 weeks. This allows you to compare candidates close together and reduces the risk of losing candidates to competitors' offers.

 

Structuring and Presenting Offers: Once you have compared candidates' suitability for the role, presenting an attractive offer involves understanding the candidate's expectations and personal and professional obligations.  These are identified and shared by our consultants prior to interviewing and reconfirmed after interviews, to help you successfully negotiate an offer.

 
Ready to find your next top performer?

Our clients are our partners.  That’s why we choose them carefully.

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