Guaranteed Measurable Results™

This “Hiring For Results” proprietary system is the world’s most effective and accurate hiring system, that does not require the standard and unreliable interview and resume, but rather provides the means to hire the best candidate for any particular job or position.

Dr. Hank is one of 73 people in the world that is authorized to administer this diagnostic tool; measuring a candidate’s Talents/Skills, Motivation, and Behaviors to the tenth degree.  The system begins by first developing a job “Benchmark”, measuring the job, by identifying the critical Talents/Skills, Motivation, and Behaviors of any and all positions of the company.  The candidate (or candidates, as we can measure up to five people on one report) is then measured in these three areas, a system that is electronic and takes less than an hour to complete.

Once the Job “Benchmark” is developed, any candidates, both internal and external, can be measured to the precise point that Dr. Hank will give a “hire” or “no hire” recommendation without ever even meeting the candidate(s).  This system is so effective that overall retention will increase by 50%, and productivity will increase by at least 30%.

Results of the report also develop a series of questions, as it relates to the job, is used for final interview questions to ensure the candidate has experience similar to the specific job duties and responsibilities.  Once hired, the results are used to create development plans and enhance the employee’s productivity, enjoyment of the job, and self satisfaction.  Current employees can also participate in this process to reap the same benefits.

“Hiring For Results” is proven to be the most effective hiring system, using the most statistically accurate and valid diagnostic tools, that has delivered measurable results by increasing retention by 50%, and increasing productivity by 30%.  This process meets all EEOC guidelines.  Below is an explanation on how this process works:

Start With Measuring The Job

Any effective hiring system requires that the process starts with the job first.  If the job could talk, what would the job say it needs with regards to the Talents/Skills, Motivation/Rewards, and Ideal Behaviors of the job.  The “Benchmarking Process” is used to determine what the job requires to ensure superior performance with new hires.  The job measuring is completed using the following process:

1. Determine what job is to be “Benchmarked”.

2. Identify the key “Stakeholders”.  These stakeholders are the people that either are currently in the job and are superior performers, or people that have been in the job and demonstrated superior performance.  If the job is changing, people are selected that understand what the future of this position requires.  There are usually 3-7 Stakeholders involved in the “Benchmarking” process.

3. Dr. Hank and the Stakeholders then meet to establish the “Key Attributes” of the job.  Why does the job exist, what does the job do, and how is the job measured?  The job attributes are then categories into no more than 5 “Key Attributes”.  The Key Attributes are then ranked to establish the most to least important, without regard to time.  The Key Attributes are then weighted based on time investment of the job.  Agreement on the Key Attributes, rank, and weight are reviewed for buy-in.

4. The Stakeholders then complete the on-line Job Assessment.  The Talents/Skills are ranked from ‘Very Important’ to the job when all Key Attributes require each of the 23 business talents/skills, to ‘Least Important’ if there are no skills required for any of the Key Attributes.  The six Motivators/Rewards are ranked based on if the job provides a reward or reinforcement.  The Behaviors are then ranked based on the amount of time (weighted) for each of the eight Behaviors.  The Job Assessments are then electronically combined to produce the Job’s Benchmark.  The Benchmark is then reviewed by the Shareholder’s for agreement and buy-in.

The Selection Process

1. Ads are created based on the Key Behavioral outcomes of the Job’s Benchmark.

2. Resumes are reviewed and top candidates selected based on the resume.  These candidates are then sent interview questions based on the results generated by the Job Benchmark.  These questions are included in the Job’s Benchmark.

3. Top candidates, based on their response to the interview process, are selected and requested to complete the Talent Report.  This report measures the Talents/Skills, Motivations, and Behaviors of each candidate.

4. The candidate’s Talent Report is then electronically compared to the Job Benchmark, with the capability to compare up to 5 candidates on one “Comparison Report”.  This report generates a self evident analysis of the most qualified candidates.

5. The top candidates are then interviewed, with notes taken by the interviewer.

6. Offers are presented to the most qualified candidate(s).

New Hire Orientation

1. A new hire orientation binder is shared with the new hire by the one-up manager.  This binder includes the following:

1. Job Description

2. Key Accountabilities

3. Performance Review Forms

4. Talent Report

5. Comparison Report

6. Personal Development Forms

7. Development Worksheet

8. Training and Development CD’s

*Much of this process is also used for current employees to identify, and then implement, a development and leadership plan for Superior Performance throughout the organization.