Executive Search & Consulting Firm – Who do you REALLY need to get ONBOARD?

Strategic Hiring Workshop

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Strategic Hiring Workshop – Dec’15

Hiring in the real world to fill strategic positions have never been easy.   At least 40% of new hires will fail within 18 months of their commencement of work. Substantial amount of money and time have often been expended needlessly to hire the “perfect candidate” who often turned out to be the wrong hire.  The right candidates often get rejected prematurely, but ended up succeeding elsewhere.

Our structured and disciplined approach to hiring and onboarding will greatly attract and retain many of the “best-fit” candidates.   We named this disciplined approach the “C.E.O” framework.

  1. The C as in CEO stands for Collaborative Must Have Nice to Have.
    Most hiring initiatives have already been setup to fail from the very beginning.   Those who are involved in the hiring often do not know or agree with one another on “who they really need to hire”, “what are the competencies needed to do the job”, “what are the required performance levels”, and “if they can actually work together.”  The various stakeholders need to be facilitated to compile a single set of the ideal candidate requirements (Stakeholders’ Must Have Nice to Have) for the internal and external recruiters to be able to execute the hiring assignment par excellence.
  2. The E as in CEO is the “EVALUATION” phase in the hiring framework.

The most commonly used hiring method, “unstructured interview,” is also the least effective hiring tool.  Hiring managers, internal and external recruiters are often unskilled and poorly trained to conduct any meaningful interview assessment.   A structure evaluation process which includes various hiring tools such as assessment centres, structured interview plans, psychometric instruments, and work samples are proven methods of reducing hiring errors.

  1. The O as in CEO is the ONBOARDING phase of the Strategic Hiring Framework.

It serves to remind us the hiring does not end upon the candidate’s acceptance of the job offer, but should be transition to the ONBOARDING phase.   New hires are often thrust into the new workplace and are expected to swim on his or her own.  Proper onboarding methods have shown to reduce substantial hiring and onboarding failures.

In the coming weeks, we are looking forward to assist our clients and participants to revise, renew and re-align their hiring and onboarding processes so as to enable them to hire the best-fit candidates based on the evidence collected.  These updated practices will result in better candidates being hired and onboarded.

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