Hiring and Promoting
Finding a Good Fit
Why Should You Use Our Services? One of the most important decisions your company will ever make is selecting specialist, supervisors and managers. There are some general, and easily measured, characteristics of “good workers” at every level of responsibility. However at each level of progression through an organization, the competencies required of managers can change.
Gain the tools to make sound selection decisions:
• Minimize your risk by making legally defensible selection decisions.
• Increase accuracy of recruiting and hiring process, and reduce hiring costs and turnover.
• Discover untapped potential of your workforce.
• Determine which competencies are needed in order to achieve and organization goals.
Ensuring that Managers in New Roles Get up to Speed Quickly We can help clients establish a process to accelerate the pace at which a new manager can add value to the organization. As a part of the integration process, the new manager discusses his or her experience, strengths and weaknesses, expectations and knowledge of the new position’s requirements and culture. The consultant and the manager identify situational constraints, pitfalls and strategies for integration. Joint meetings with HR, with key co-workers and with the boss will identify information gaps, critical relationship issues and achievable goals and benchmarks. What Does the Process Entail? In our assessments we devote time to understanding the situation, first. We know that the success of individual leaders is inseparable from organization goals and the expectations of an immediate boss. In the assessment process,
• Determine fit- how well a manager will fit into an organization and to help that individual and his boss understand what they can both do to facilitate that fit.
• Use standardized management tests combined with interviews (360 data, previous management reports, etc).
• Prepare a success profile— providing a summary of the organization’s key objectives and how they are linked to specific expectations for the individual being reviewed.
• Assess the individual against the profile and identify relevant strengths and weaknesses for the proposed position.
• Discuss our finding first with the candidate and then with the hiring manager, emphasizing the conditions under which this candidate could be successful in the job.
• These assessments projects often lead to development programs and thus into coaching for development. This process is used in a variety of ways, including as part of succession planning programs, and high potential development programs.