Discover how to implement 5 of the steps of our Success Factor Methodology so your hiring managers can effectively find, interview, and select great candidates

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.

The 5-Steps 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.