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Every new hire will ultimately contribute either to moving your
business forward or to holding it back. The acquisition of human
capital is fast becoming the primary competitive advantage in the
new millennium. So why handicap your organization’s competition
for human resources by not exploiting the most advanced technology
available for selecting the strongest candidates and for avoiding
costly selection errors?
Facts
50,000 organizations in the U.S.
use testing to help them make decisions about hiring, placement,
and promotion.
Turnover, replacements, and retraining costs
for a mid-level manager average $320,000 (TRW Corporation Study,
1991).
The cost spiral that results from
poor hires: salary, benefits, recruitment, training, medical claims,
opportunity loss, impact on morale, customer ill-will, and legal
exposure. Productivity, quality, and profits all decrease.
The worst candidates are typically
screened out, but it’s the marginal ones who slip through
and who adversely impact your organization’s productivity
and morale (and it’s hard to terminate them).
EEO guidelines state “...tests,
when used in conjunction with other tools of personnel assessment... aid
in the development and maintenance of an efficient work force and
...aid in the utilization and conservation of human resources.”
Benefits
It’s objective, cost-effective, legal,
and it works.
Candidates are uniformly impressed
that the organization takes its mission so seriously that it uses
such a systematic and thorough approach to the acquisition of human
resources.
Testing significantly reduces turnover
and the high costs associated with it.
When the best-fit applicants are hired,
they settle into the new position more quickly and travel the learning
curve faster.
The hiring evaluation report becomes
a working document for the individual and his or her manager. With
the evaluation report in hand, the manager has a much clearer understanding
of how to motivate, develop, and coach the new hire.
When correctly matched to a job,
individuals perform for the satisfaction of mastery and achievement.
So You Have Hired the Best. Now What?
Synnabar Consulting’s proprietary process for ensuring that
your new hires hit the deck running.
A Sample of Additional Hiring Services:
- Executive Recruitment
- Online Screening
- Personality Profiling
- Interviewing Skills Training
- Job Analysis
- Competency Modeling
- Behavioral Interviewing
- Onboarding
- Transitional Counseling
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Contact us for a no-charge, exploratory
discussion of either our template or our custom designed products
and services. |
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