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 Pillars of Behavior

  • Dominance

    The D is challenge-oriented, competitive, highly active, innovative, and tenacious. They are forceful, decisive, direct and independent - bottom-line driven self-starters who value time and are not content with the status quo.  

    The Time Edge



  • Influence

    The I is expressive, enthusiastic, friendly, demonstrative, and talkative. They are optimistic, creative problem solvers who verbalize articulately Outgoing and empathetic, they want to be liked and trusted and make great team players.

    The Time Edge

  • Steadiness

    The S is methodical, reliable, steady and modest. They are loyal, patient, dependable team players and work hard for the right leader. Calming and stabilizing, they are logical, step-wise thinkers who are good at completing tasks. 

    Edge Business Essentials

  • Compliance

    The C is analytical, exacting, careful, and deliberative. They maintain high standards and are , task oriented objective thinkers. They define, clarify, get information, criticize, test, pay attention to small details, and like to follow the rules. 

    The Alternative Board