Portfolio

Discover how healthy your recruiting and hiring process is from start to finish. It’s not uncommon to find an effective success rate of 50%, so imagine being able to increase that to 80%-90% for every hire you make. What we do is a lot like getting your comprehensive annual physical. We’ll use our 8 Step Achievement Based Hiring Method to give you a complete report card on the health of your recruiting and hiring.

Are You Experiencing Hiring Symptoms Like This?

• Why do we seem to continue making the same hiring mistakes?
• We don’t seem to be finding top candidates leaving us to choose from the best of the worst.
• Our interviewing methods don’t seem to uncover facts that lead to bad hires.
• Our competition keeps beating us at every turn. Do they have better talent than us?
• The person we hired was a star where they came from, but here they are struggling. Is this a cultural mismatch?
• I think we rushed to judgment on many of the people we hired.
• We seem to always have to pay premium salaries, even for average employees.
• We never seem to be able to find those passive candidates that are among the best and brightest.

We examine 8 Hiring Team Success Factors

We will give you a complete scorecard of your recruiting process including an overview of the hiring teams strengths and improvement areas using our 8 Step Achievement Based Hiring Method.

1Your hiring criteria and hiring process – This includes how you’re describing the job requirements. Top candidates always want to understand how they’re going to be successful in the job. They don’t respond to boring job descriptions. We will identify gaps within your hiring process and include recommendations for closing these gaps.

2Hiring Team preparation and commitment – This includes who’s on the hiring team, their roles and how they participate in the process. We’ll develop an understanding of how well everyone understands what future success in the job really is. We’ll interview a cross-section of your hiring team using our 10 Factor Team  Achievement Scorecard and provide an overview of the results including specific recommendations.

3Sourcing Channels – This includes where you’re sourcing for candidates and if you’re using different strategies for active and passive candidates. We’ll review your advertisements, job posts (internal and external),  ERP programs as well as your verbal and written communication about the opportunity.

4Screening candidates – This includes the criteria you’re using to screen candidates, the time frames for contact and response as well as how candidates are processed through your hiring pipeline. We also provide you with a mirror of what the candidate experience is like.

5Interviewing and assessing candidates – This includes the criteria used by everyone on the hiring team and how their post interview input is utilized as well as how objective their interview analysis really is. We’ll compare that to our Achievement Scorecard System.

6The offer negotiation and acceptance process – This includes how the offer and related process is handled, from start to finish. We’ll be looking to the timeframes involved as well as how well objections are handled and whether or not you put yourself into a position where it’s more about the money than the opportunity. Counter offer protection steps are also a critical part of this process.

7Bridging the gap to starting work – The time frame between offer acceptance and the first day of work is critical. When you get a ‘yes’ to your offer, the work is not done. There are specific steps and activities that must be followed until the person reports for work.

8Orientation and post hire processes – The first few days and months are critical to success and this can be a time of ‘buyer’s remorse’ if not handled correctly. We’ll take a look at day one, the first two weeks as well as the first six months. We call this setting up the new hire for success.

This can be done for much less than the cost of one bad hire

Our goal for this service is to return many multiples of the cost your business incurs with just one bad hire. Give Carl Bradford a call for a free consultation and discussion. This service will have a direct and positive impact on your business’ bottom line.