talent acquisition WITH PRECISION & speed
talent acquisition WITH PRECISION & speed
Avoid the Trauma of Bad Hiring & Promotion Decisions
75% of companies have made a bad hire
90% of companies have promoted the wrong person
Talent Acquisition Driven By People Data and Science
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READY - AIM - HIRE
Bring Predictability and Reliability to Your Hiring Processes
READY
AIM
HIRE
Bring Predictability and Reliability to Your Hiring Processes
1. Create a Job Target
Define the role's needs
Start by developing a job target that clearly identifies the behaviors and drives that are critical to on-the-job success. Gain stakeholders’ input and alignment on the definitions of success, and you’re ready to begin recruiting for the role.
2. Identify Potential Matches
Streamline your screening
Many companies invest countless hours into screening and interviewing candidates. The goal is to determine if a candidate is a good fit. Ultimately, the decision as to whether someone is a good fit is largely guesswork in most companies. You can eliminate the guesswork and streamline your hiring processes by utilizing people data to easily identify potential best fit candidates.
3. Hire for Fit
Understand each candidate's fit
The best talent acquisition processes consider that the “whole” person is being hired for the role. The “whole” consists of (1) the BRIEFCASE (skills, certifications, experience, accomplishments); (2) the HEART (passion for the work, culture, mission); and (3) the HEAD (behavioral drives and cognitive abilities. Structured interviews, grounded in science and data-driven, bring consistency to interviewing and reduce unconscious bias.
Do you have additional questions about talent acquisition? Check out the FAQ here.