Your Hiring Process - The 5-Step Success Factor Methodology Overview

We've developed for hiring managers a subset of our 8-step Success Factor Methodology which we employ in our Executive Search Practice.

This subset of 5 simple steps can be easily implemented within your company to dramatically improve hiring accuracy and avoid the 56% failure syndrome.

Through 5 simple steps, you can teach all your hiring managers to find, select, assess, and hire top talent on a consistent basis.

We've drawn on deep research to put together this simple hiring system which has been extensively field tested and validated in thousands of companies around the world. Our research includes 25 years of presenting to CEO and Executive forums, including TEC (now Vistage), YPO, trade conferences, and leadership programs.

Most hiring training and systems focus entirely on interviewing. Our system is a "cradle-to-grave" approach, from identifying top talent to convincing them you've got the best opportunity. NO OTHER hiring training or system overcomes the most common hiring mistakes.

The 5-Steps of the Success Factor Methodology YOU CAN IMPLEMENT

Build A Success Factor Snapshot

The first and most important part of the entire hiring process is building an accurate definition of what is expected from the role. This has nothing to do with the traditional job description. Not defining success is the #1 reason behind hiring failure.

Use Success Sourcing Methods

Why do most traditional methods of finding candidates - mediocre advertisements on job boards, light networking, and job fairs - generate so few top talent applications. Most sourcing methods companies use to attract talent actually bring to the surface the "best of the worst".

Conduct 5-Core Question Interview

The traditional interview is useless as a tool for predicting future success. Most hiring managers believe that the vast majority of candidates embellish and exaggerate their claims of accomplishment. 

Evaluate with 8-Point Success Matrix

The comparison of notes between interviewers at the proverbial water cooler after the interview is bordering on comical. Superficial remarks, platitudes,and general assumptions based on intuition and bias rule the day.

Validate Success Factors

Ronald Regan's words rang true during the SALT II Treaties Nuclear Disarmament Talks when he said "Trust, but verify". Many candidates make up jobs they've never held, skills they do not possess, grades they've not attained, and degrees not granted.

Spotlight on Products to Implement the Success Factor Methodology