Culture Logic Hiring System™ is a competency recruitment, evaluation and selection process that sets the standard for finding superstars and keeping them. For every client we represent, we profile top performers in your organization to identify and standardize a set of desired performance competencies and personal attributes which will drive our recruitment and selection process from a behavioral and technical perspective. The results match each candidate to the right corporate culture and ensure expectations are rewarding on both ends for candidate satisfaction and client profitability.
Does corporate culture really matter in the hiring process? You bet. If you are hiring for profitability, retention starts day one of the hiring process. Understanding your unique corporate culture, company values and mission drives recruitment. It allows the sourcing of the right skill set, but more importantly, the right mind set, what you can’t see on paper.
After in-depth consultation, internal and external analysis, we develop 4 distinct Culture Logic briefs which enable us to launch a successful sourcing campaign and drive the recruitment strategy.
What are the unwritten rules that contribute to your company's unique social and psychological environment?
Pinpoints the DNA of top performers within your organization.
Is much more than a laundry list of responsibilities.
Allows you to gather and build a a complete candidate profile, in an organized detailed document.
Today’s market has increased the number of resumes therefore, available talent pool does not equal qualified talent. An effective and targeted recruiting strategy includes the following:
Direct Hire Recruitment is a slow courtship, you have to have something to offer the prospective candidate. If you seek top performers, you don’t attract "A" candidates with a laundry list of duties. You present an opportunity that a superstar will desire.
Temporary Staffing moves rapidly and depends on stringent screening to maneuver through the sheer volume of prospects in today’s market.
Experienced recruiters will have an established network, direct sourcing and target marketing experience. Recruiters approach relationship building in a consultative approach to engage candidates with your talent brand value proposition.
We usually start with a resume, which may or may not be representative of the applicant’s true capabilities. The interviewee may fall in between polished salesman and anxious novice and in an hour or so, we are to decide if this employee can and will contribute like a superstar to the organization on-going. This can be a difficult task for the unprepared or inexperienced interviewer
When a critical, revenue generating position is vacant in your company, validated screening tools allow for faster and profitable hiring decisions.
Each candidate is given the opportunity to demonstrate the targeted performance competencies, personal attributes and work place values we outlined for the role in The Competency Model through the following:
Keeping track of which candidates have the most to offer can be a challenge for interviewers. There are several reasons to standardize the rating system.
We have developed an easy to use rating format that is easy to customize. Culture Logic Scorecard™ allows you to gather and build a complete candidate profile in an organized, detailed document. A standardized rating system that is fair to all applicants and when used consistently among all interviewers, it greatly improves the efficiency of the selection process, clearly outlining the stronger candidate profiles.
Make the offer confident that your decision is based on quantifiable behaviors and documented proven ability, not gut instincts, applicant chemistry nor surface impressions.
Develop hiring practices to match your culture and business goals
Identify technically skilled professionals that are an organizational fit for strategic growth and profitability
Shorten hiring cycles, facilitate agreement among multiple interviewers and improve your bottom line through retention