Interviewing Consulting
ARE YOU A MEMBER?
Have you ever made a hiring
mistake? Join the club! The
initiation fees for this club are pretty hefty….and
on-going membership dues are costly. This club is not selective
– just about anyone can get into the “Where-did-I-go-wrong-when-I-hired-this-person?”
Club. Unfortunately, our membership is huge…and
growing.
Get out of the cycle
and give up your club membership! Invest
in an interview process that yields the best results:
- A process that is thorough
- A process that saves time and money
- A process based on tried and true behavioral
interviewing techniques
- A process used by Fortune 500 companies
- A process that puts your organization in
the best light – attracting the best candidates
- A process managed by a interview / hiring
professional
- A candidate that is more than “good
on paper” – they actually fit your organization
- A candidate who is an asset to your
company
- A candidate that you know before
you make the offer
Case Study #1:
One of our clients wanted to hire
a top executive. This was a key position and they wanted to
make sure we did everything possible to select, attract,
and retain the best talent. Initially we helped by
narrowing their scope. We heavily screened
resumes they had gathered, and presented a manageable group
of candidates to interview.
We assembled customized
interview packets for each interviewer containing behavioral
interview questions designed specifically for their
organization based on their selection criteria. In
addition, notes gathered in the discovery process accompanied
the resumes - adding dimension to each candidate. Finally, each
packet included score cards fostering a systematic approach
to each interview.
We participated in debriefing
sessions, guiding participants into agreements regarding
the second-round candidate selection…and aided in the
final interview process. To further assist in the interview
process, references were conducted, compiled,
and presented to the Hiring Committee. We even brought in a
relocation specialist.
Our expertise is managing the interview process…to help you secure top talent for your organization.
Case Study #2:
One of our clients wanted to hire
a “new breed” of sales rep. We were asked to train
the management team to interview more effectively and consistently,
and to show them how to look for the new and improved
candidate. We designed a program that gave them a total solution,
training them on interviewing, giving them tools to identify
and assess candidates more accurately, and provided a coaching
plan to integrate and solidify the newly acquired skills into
their organization.
We brought in one of our assessment partners to systematically establish desired core competencies - the basis for a new hiring profile. We were then able to provide a customized assessment tool which enabled a behavioral interview process, assessing and benchmarking the current sales team, and the creation of individualized development plans.
We also trained and implemented
the sales managers on the new hiring program,
and participated in initial candidate interviews.
On-going coaching for the managers was a critical element in
successfully implementing the new process. Programs fail not
because there is a shortage of good ideas, but because there
is a lack of execution and/or integration. After our client
had hired the right people, we were able to assist them by integrating
this new way of thinking into their culture and providing ongoing
development.
When companies ask “How can we improve our skill-set in hiring the best people?” our answer is Interview Consulting.
Contact Us or call us today at
(616) 464-4100.
4519
Cascade Rd • Building 1 • Suite # 4 • Grand Rapids,
Michigan • 49546
