The Hiring Edge

Hiring takes time and money, but the biggest cost lies in hiring the wrong person and then keeping them when they don't work out. Studies put the cost of a bad new hire at two to three times their salary, but that is only the tip of the iceberg when you factor in the cost of keeping someone who isn't delivering value to the company

The Hiring Edge is a process that will take the headaches out of hiring and improve your chances of selecting the right person. It operates in four phases and you can use it in any step of the hiring process where you need assistance.

stablish the profile of the ideal candidate

Develop a job description and agree the key accountabilities statement for the position. Create a benchmark for the position showing the behaviors, values and competencies that you require.

evelop and process a pool of qualified candidates

Identify why your people like working for your company and write an advertisement that “sells” your company. Set up a system so that heavy response levels will not stretch your resources.

rade candidates

Screen applicants by telephone – preferably using an outside professional service. Run reports to ensure that their behaviors, values and core competencies match your requirements.

valuate the most effective match

Create a process where you see candidates three times and develop better interview questions than simply going through the resume. Check references – preferably using an outside professional and always do a background check.

Develop Your Hiring Edge

Each segment of the program is on a fixed rate basis so that you will have the peace of mind of knowing exactly what you will get and exactly what it will cost.

Contact Steve Davies at 516 208 2810 if you want to develop your Hiring Edge and hire more efficiently and effectively.

The Four Critical Steps to Hiring

Establish the Profile
Develop the Process
Grade Candidates
Evaluate and Execute

Establish the Profile

Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.
Develop the Process

Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources .
Grade Candidates

You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.
Evaluate and Execute

It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

Hiring Edge Information

Job Matching

Job
Talent
Match

- Identify the soft skills the job requires -- if the job could talk, what would it say?
  
  READ MORE . . .

Hiring Articles

The “Tallest Pygmy”

Are you hiring the first reasonable candidate that comes along? Do you ‘settle” rather than looking for better candidates? The problems with successful hiring all start with the “Tallest Pygmy” approach and cost incalculable amounts in lost productivity. A story illustrates the point:
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Fortuitous Self Selection

The problems in hiring generally start well before the hiring effort ever actually begins, and this is actually something of a vicious circle. Problems in the workforce aren’t addressed consistently and employers are confronted with the problem of an employee leaving suddenly. This leads to difficulties in hiring because owners try to hire a replacement too quickly.
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The Vicious Circle of Mediocrity

The root cause of many hiring issues stems from a fear of employees leaving. When it comes down to the true essentials many owners are actually afraid of their employees and the implications are particularly disturbing. Most business owners know, at some level, that they are poor at hiring and that they are better off holding on to what they have.
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Now that you have identified your Platinum Activities and set your Time Gain Goal, it is time to start the Time Edge process As laid out in Time as a Commitment, this involves changing the activities that you allow in your day, and the next step in the process is to start to replace the grains of sand falling through your personal hour glass with higher value activities.
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Research Studies have shown that people most often fail to act when they think simultaneously about the result they want and the actions they will need to take to accomplish it. The actions that need to be taken are often complex or uncomfortable, and trying to resolve the “how” can make it all too easy to decide that the “what” is just too overwhelming.
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The issues created by bundling together identification and action are amplified by the way the Tyranny of the Urgent comes into play. This requires that we just get things done, even if they are below our pay grade and don’t belong in our day. We do them because when they come up they are urgent and need to get done. We’re always too busy when they come up to delegate them, and the quickest way to get them out of the way is just to do them ourselves.
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