Employee Selection Processes and Consulting, Employee Capability Assessment

At Issue: How do I hire and keep the right people?

Begin with planning. Results improve when you ask questions like these:

What positions do we need to achieve strategic goals? (Use openings as opportunities for restructuring.)
What specific skills, knowledge, background, and personality style are critical?
Where will I find the best candidates?
What questions determine whether they have the right skills/background?
What other tools or assessments should be used in hiring?
How do I ensure I’m in compliance with all regulations?

Real-world solutions from Competitive Edge HR...

Situation A :

The president of a small manufacturing firm needed to replace an employee who lacked the skills for success. There wasn’t an accurate job description, so we began with a job analysis and a new job description. To keep costs down, we jointly created a strategy to find candidates and develop interview questions. The client and his team implemented the strategy. RightPath Resources^®Profiles helped analyze the top candidates and determine their strengths. Targeted questions by Competitive Edge HR improved the quality of the information from the reference checks.

Situation B:

A CEO wanted to know if an Operations Manager would be successful as a Sales Manager in a restructuring. We identified the key factors for success, and translated them into specific areas we should consider. Profiles were used to assess the person’s ability and willingness to develop salespeople, a key factor for success.

	Home : Where do I Start? : Issues and Solutions : Hiring and keeping the right people
Hiring and keeping the right people Improving results and performance Employee Retention Improving ROI for Training Handbooks
	At Issue: How do I hire and keep the right people? Begin with planning. Results improve when you ask questions like these: What positions do we need to achieve strategic goals? (Use openings as opportunities for restructuring.) What specific skills, knowledge, background, and personality style are critical? Where will I find the best candidates? What questions determine whether they have the right skills/background? What other tools or assessments should be used in hiring? How do I ensure I’m in compliance with all regulations? Real-world solutions from Competitive Edge HR... Situation A : The president of a small manufacturing firm needed to replace an employee who lacked the skills for success. There wasn’t an accurate job description, so we began with a job analysis and a new job description. To keep costs down, we jointly created a strategy to find candidates and develop interview questions. The client and his team implemented the strategy. RightPath Resources^®Profiles helped analyze the top candidates and determine their strengths. Targeted questions by Competitive Edge HR improved the quality of the information from the reference checks. Situation B: A CEO wanted to know if an Operations Manager would be successful as a Sales Manager in a restructuring. We identified the key factors for success, and translated them into specific areas we should consider. Profiles were used to assess the person’s ability and willingness to develop salespeople, a key factor for success.