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ARE YOU HIRING FOR SKILLS AND FIRING FOR BEHAVIORS?

Most companies have a hiring process so complicated that finding a great fit is nearly impossible in the sea of resumes, long interviews and confusion over the skills a person will need to be successful and motivated for the job. This broken system produces hiring decisions based on biases and gut feelings rather than job match and whole-person hiring. This contributes to the costly epidemic of bad hiring – hiring candidates who don’t have the skills needed for the job, are poor cultural fits or are unmotivated by the rewards of the position.

After working with Vantage, our clients experience a more efficient way to hire people that are matched and inherently motivated and engaged in their work. With our assessment tools and expertise, we remove the guesswork from finding talent, eliminate wasted time usually associated with hiring, and increase employee retention.

VANTAGE HELPS ELIMINATE BAD HIRES IN FOUR EASY STEPS:

STEP 1

Complete a job benchmark for the open position

 

STEP 2

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Advice on pre-screening interview questions to help narrow candidates

 

STEP 3

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Assess candidates and compare them to the benchmark

 

STEP 4

Select the best job-matched candidates and eliminate the biases inherent in typical hiring processes

 

CREATE AN OUTSTANDING ONBOARDING PROGRAM

Finding top talent doesn’t stop after the hire. Successful on-boarding and retention starts with identifying the key accountabilities and expectations for new employees, thereby setting the foundation for them to be successful. This all-important step creates immediate buy-in for new employees and should present a feeling of value and commitment from the organization.

PROMOTE SELF-AWARENESS

After completing assessments, respondents receive a detailed report on their behavioral style and the motivational factors that move them to action. Employees can then gain a better understanding of self and others, as well as the value and unique blend of strengths they bring to the team. And, rather than raising a red flag, employees are encouraged to perceive areas for self-improvement as opportunities for future growth and professional development. The reports are also beneficial to management to better understand the new hires, their ideal work environment, and the best ways to manage them.

HELP YOUR TEAM UNDERSTAND OTHERS

With a shared view of the “how” and “why” of workplace styles, team members gain insight into each other and a new appreciation of what each brings to the table. This form of engagement can help prevent feelings of defeat regarding team interactions and instead offer opportunities for employees to see each other in a new light. And in the context of new hires, this greater understanding of team dynamics ensures you have a new hire that is the right fit.

ENHANCE TEAM PERFORMANCE

Some people naturally work well together, even if they’ve just met. Is it possible to create that dynamic intentionally? Yes! High-performing teams are characterized by an energized flow of ideas and communication. Teams with a robust commitment to perceive differences as balancing team strengths can capitalize on opportunities. With insights gained from our reports, a new way of relating and understanding amongst team members emerges, allowing the organization to get past obstacles and succeed where it couldn’t before. Now, more than ever, companies need highly creative, intelligent employees whose output equals more than the sum of their parts. Using our hiring tools, processes and expertise can help you avoid the common pitfalls in hiring.

READY TO START ELIMINATING BAD HIRES?

Our benchmarking and hiring system is customized for your specific needs for the positions you are seeking to match talent for. Contact us today to arrange a custom demo to show you how it works and see examples of it in action. Users of our hiring system enjoy a smarter, more efficient way to hire people matched and inherently motivated and engaged in their work. We help remove the guesswork from finding talent, eliminate wasted time usually associated with hiring, and increase employee retention.

LEARN ABOUT TALENT MANAGEMENT PLUS

Make the hiring process as simple as possible with assessment-based internal applicant screening.

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