HiringForFit -- Selection Consulting Process
The Objective
The overall objective of the HiringForFIt Selection Consulting is to determine and gain consensus on the best profile of a new leader that fits with your company and to prepare the interviewers on the utilization of the interviewing tools. Knowing what your company needs to hire is the foundation of the whole process.
Since we are a third party, we remain objective in guiding our clients to a successful outcome. We are not influenced by emotion or politics. Doing executive search for nearly 25 years gives us a unique vantage point to ask the right questions to guide our clients.
A New Idea
Our HiringForFit Section Consulting, a new idea to the hiring process, takes the traditional job description to a whole new understanding. The foundation of our process is building a profile that focuses on the 'fit', not just skills and experience of a prospective leader. The best 'fit' ensures matching the personality of the employee with the personality/culture of the company, the attributes of the position with the prospective employee, as well as incorporating the traditional skills and experience.
During the process we ensure that all the stakeholders are in total agreement about the Hiring Profile, before any interviews are commenced. Every participant in the interviewing process will be looking for the same traits, attributes, skills and experience.
Proactive Clients
We are engaged by leading companies and senior managers that understand the value of hiring the right person. They know the cost of making a bad decision and are willing to take the necessary steps to prevent mistakes. We ensure that you focus on the most important things ... the innate characteristics of prospective hires. Innate characteristics are habits/behaviors of a person which are not likely to change ... ever. The Client Agreement determines the scope of the assignment. Typically this is completed at the client's site in order to fully experience the clients culture and the employees' behaviors.
