When recruiting for a new team member or assessing the talent in your existing team, it is vital to ensure a successful outcome for all involved so we dig a bit deeper in the selection process.
We help our clients review their current process with a view to implementing some new ideas and technology to sharpen the tools and get the decision making right.
An example of what we regularly see with our clients is them spending a small percentage of their time actually doing recruitment as they have their main job to do as well, which in turn dilutes the selection process and harms decision making.
Even if hiring new talent is a core function of their role we can make seismic improvements to enhance the recruitment process or reduce attrition levels adding value to the balance sheet and p&l.
Other examples we see affecting performance taking so much time include:
And many more … The outcomes can very often be:
The list goes on which is why it is essential to set up your recruitment strategy with a policy providing double the security letting us help.
To ensure we minimise the risk of getting the selection process wrong and get the right person in the right role by assessing both hard and soft skills we are laying the foundations to secure what the business needs and a new team member that is happy in their role.
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