Know The Risk
As the "war for talent" intensifies, it is critical to not only find the best person but to hire them into your organization and get them contributing from day one.

Hiring top talent means you need to hear what candidates don't want you to know about them. It means getting inside their heads to understand what their skills and abilities are. To understand what makes them tick. To learn about what motivates and drives them to work hard. To understand how they think about work problems and how they deal with people in good times and in bad  because there will be  bad times.  Every business sector and industry has them.

In today's business environment a wrong hire can cost an organization hundred's of thousands of dollars in lost opportunity costs. Making the wrong personnel decisions WILL cost your company time, money, productivity, individual motivation, and team performance.

At senior levels the cost can be above a million dollars considering search fees, relocation costs, signing bonuses, out-placement costs, and legal fees.

New hires (internal or external) constitute one of the most critical decisions businesses face in today's new economy.  Research in personnel psychology indicates that most in-house interviews carried out by untrained/self-trained managers' results in poor selection decisions at best. Even with this knowledge many companies still play the odds trying to "save" money by doing it themselves.

Adding to the problem are the many "subjective judgements" made about potential candidates and their ability to perform in a role or to integrate successfully within the organization.  In the end, this makes predicting success little better than chance... unless you use evidence -based, systematic methods and professionally trained hiring experts.

The Solution

Dr. Kercz assesses candidates from a variety of different lenses including intellectual style and problem solving approach; social and interpersonal style; management/operating style; business approach and response to work related stress. 

All of this is placed within the context of the job requirements and the competencies for the job in question. Then a measure of fit between: the candidate, the hiring manager, the management team, the organizational culture, the role responsibilities and the potential for success in performing in the role, is provided.

The outcome -- Better informed hiring decisions and reduced possibility of expensive hiring mistakes.

When comparing short-listed candidates, explicit and easy to follow recommendations are provided as to which person is the best person for the job at the given time. In turn, this produces a noticeabe difference in organizational productivity and profit.

This information provides the basis for a comprehensive Integration coaching program that can be utilized to ensure a faster engagement and transition into the new organization and team.

Let Dr. Kercz help inform your next hiring decision by telling you what the candidate doesn't want you to know about them.

Call him directly at 416-335-5000 or email him at richardkercz@zing-net.ca.