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"Identifying People with the Right Stuff"
Global CEO Study:
"Do what you do best and out source the rest."
Tom Peters
"Do what you do best and out source the rest."
Tom Peters
Is the Inability to Hire Affecting Your Bottom Line?
Is identifying and hiring the right people critical to your organizations success? Are you currently trying to hire the right people? Are you experiencing
any of the following?
Is identifying and hiring the right people critical to your organizations success? Are you currently trying to hire the right people? Are you experiencing
any of the following?
 | Too many on-line applications to adequately review | |
| Job postings don't adequately capture the expectations for the job | |
| It is impossible to get candid feedback on candidates from previous | |
| employers | ||
| People with stellar resumes and interviewing skills "just don't get it" once | |
| they are hired |
If you are experiencing any of these phenomenon then you aren't alone and there is help.
Adage Identifies High Impact Players
Adage has a five step process that ensures that hiring authorities only talk to High Impact
Players. This reduces frustration and eliminates the tendency to settle for mediocre hires,
because they were the best you saw. All candidates interviewed will have the "right stuff". The
way this is done is to:
Adage has a five step process that ensures that hiring authorities only talk to High Impact
Players. This reduces frustration and eliminates the tendency to settle for mediocre hires,
because they were the best you saw. All candidates interviewed will have the "right stuff". The
way this is done is to:
| Identify Requirements: before you can find the right person you have to define what that person looks like. Many of the current job | |
| descriptions are task oriented and do not address the new role and function based requirements | ||
| Identify Candidates: candidate identification is a combination of screening candidates from your web site, reviewing candidates on our | |
| HIP Data Base, and working with trusted recruiters | ||
| Screen Candidates: each candidate will take the HIP Assessment which will determine if they have the traits of a High Impact Player | |
| Verification: each candidate's background and references will be verified to ensure that their history and experience is consistent with | |
| their performance By assessing and verifying a candidate's abilities up-front - the hiring authority is presented only candidates that have qualified profiles | ||
| Selection: the hiring authority will be given 2-4 High Impact Players for final selection. | |
By assessing and verifying a candidate's abilities up-front - the hiring authority is presented only candidates that are qualified. This eliminates
frustration for both the hiring authority, the recruiter, and the candidate. The interview can focus on how well the individual fits within the organization,
because their qualifications will have been established. Surprises and missed opportunities are minimized.
frustration for both the hiring authority, the recruiter, and the candidate. The interview can focus on how well the individual fits within the organization,
because their qualifications will have been established. Surprises and missed opportunities are minimized.
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