Our Approach

Our Approach

One of the most significant advantages a business has is the people it employs. The challenge lies with getting the right information you need to effectively recruit, hire, develop and retain top performers, and that’s where we add value. Effective talent management requires consideration of job fit, manager fit, and team fit. Poor fit with the job, the manager or the team leads to turnover, which is very expensive. Our approach brings you the information needed for: smart hiring decisions, effective management of work relationships, and for resolving workplace conflicts.

  • Reduce hiring costs and interviewing time burdens
  • Lower the time needed to fill open positions
  • Decrease turnover costs to improve the bottom-line
  • Improve sales performance, increasing revenues
  • Lower costs related to sabotage, theft and litigation
  • Reduce workplace conflicts – Manager/Employee
  • Improve team relationships and performance
  • Measure talent management outcomes

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  • Develop high performer models
  • Design innovative recruitment strategies
  • Assess job fit, manager fit and team fit
  • Identify performance improvement metrics
  • Tailor individual coaching and training efforts
  • Identify individual motivational performance incentives
  • Measure employee engagement and satisfaction

Start with the end in mind! What are the desired business outcomes? What can be measured can be managed.

Annual turnover cost, employee satisfaction ratings, and employee engagement ratings

Annual absenteeism cost

Annual cost of employees divided by number of employees (i.e. full-time equivalents)

Customer satisfaction ratings, complaint logs and customer abandonment rate

Measures of innovation

Inputs versus Outputs on Key Performance Indicators (KPI’s)

Revenue Per Employee - Cost Per Employee = Profit Per Employee

Cost per hire, lower time-to-fill and better quality of new hires

Annual Revenue divided by the number of employees (i.e. full-time equivalents)

Percentage reflecting the rate of selecting high performers versus average and low performers.

Percentage of High Performers (A’s) versus Average Performers (B’s) versus Low Performers (C’s)

Total gain – total cost

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