Focused Hiring
Do you want to make your hiring dramatically more effective and your turnover sharply lower? The more progressive companies are focusing on alignment of total competencies because it creates a stronger bond between the company and its employees. Focused hiring is i.focus corp.’s solution to ,the frustration of recruiting top-notch performers. i.focus corp. brings this new approach to solving the hiring mystery. Bringing business process reengineering, best practices, and specific statistical and variable data measurements [previously reserved for the operations side of the company], i.focus can show you how to use these tools to plan and forecast the recruiting and selection process. i.focus corp. can show you how focused hiring has a significant and long-lasting impact on your business for measurable success.

The foundation of focused hiring is the competency alignment interview guide. Creating a competency aligned interview requires the user to do first things first: plan the plan and work the plan.

The first step is to define your corporate culture. A company’s corporate culture has the largest impact on the success of its people. Which one of these four culture categories describes your company the best: operational excellence, customer service, innovation, or spirit? Each answer is different, but it should encapsulate your value proposition.

Secondly, you have to define the job description. In order to be ultra-successful at your company what skill sets does an employee have to have? To answer this question, the management team, and possibly the individual performers contributors, have to agree on the skills for each position.

With your competency alignment interview guide in hand, you can then in person compare the pre-assessed candidate’s values, cultural competency, hard skills and soft skills. Your selection of a candidate is based on a fact-based profile rather than intuition or emotion. Compare this focused hiring scenario with your hiring process today.

Focused hiring results in using the tools provided through Focused can result in more thorough selection process processes by using more actionable valuable information in the same amount of time as the more traditional resume & interview process. You will make far better and , more informed decisions for hiring as well as help create a much better environment for ongoing management of your employees. It is the difference between the right person for the wrong job and the “right person in the right seat on the right bus.”perfect fit”. But remember focused hiring like any new initiative only works when senior management demonstrates a deep and lasting commitment to it.

A real world scenario in which focused hiring has a significant impact is in the hiring of a sales manager. The core competencies of a salesperson and a sales manager are very different. Yet, many organizations promote their best salesperson to sales manager without giving thought to the transition involved. Unfortunately, what is at stake is the loss of an excellent salesperson, and the addition of a bad manager. Salespeople and sales managers differ in role, focus, and basic job function tremendously. A salesperson’s success depends on his ability to meet individual performance goals; sales managers, in contrast, must focus on the strategic and tactical development of his people as well as revenue and profit. The sales manager’s goals are geared to maximizing performance of the entire team under his responsibility.

Unfortunately, what is at stake is the loss of an excellent salesperson, and the gain of a bad manager. Sales reps and Sales Managers differ in role, focus, and basic job function greatly. A Salesperson’s strategic and tactical development of people as well as deals.The Sales Manager’s goals are geared to team under their responsibility. Yes, let’s go for it! Below are definitions of some world-class standards with regards to hiring and competencies.

Competencies – We define and update the competencies required for specific roles.

Screening – We hire stellar people by aggressively screening for known characteristics of high performance and do not compromise based on availability

Alignment – Is is this the right job for the person, and vice versa? For example, you do not want to hire an All-Star hunter to join a team of farmers. . Let us show you why you don’t want to hire the AllStar for your Farm Team.

Validation – In using personality and job function assessment tools you guarantee, we make sure that your hiring decision can be and is validated by measurable criteria, as opposed to not an emotional decision.

Enumeration – When you Emuneration – when we promote and market your company, product, and culture to attract and recruit attain high performance personnel, you are able hires, you won’t have to offer more compensation at risk premium salaries …because you are offering more: a great place to work!

If you are not these levels, then what is your plan to eliminate the gap? Plan your plan and work your plan.