One of the most important, and costly, decisions an organization can
make is who to hire. In addition to the obvious costs involved in the
selection process, there are the hidden costs of hiring the wrong person.
These include lost opportunity costs, the negative impact on the culture,
the time-consuming challenge of putting the individual through constructive
counseling, and then going through the selection process again to find
the right person for the job
It makes sense to do it right the first time.
Contact us to find out how our Strategic Hiring process using profiling can help you manage your risks in hiring the best available people.
"We instituted Strategic Hiring using the Emotional Intelligence Inventory (EQ-i) & the Kolbe A Index for all employees. In addition, we use the Birkman for our executive level hires. What a difference this process has made! I can't imagine trying to hire without it. It would be like trying to fly a plane without instruments."
Yvonne Myers, HR Director
Legacy Marketing Group
"The interview questions make the difference. I've had candidates just shake their heads and say, "How did you know to ask me that?" We know because the powerful open-ended interview questions are driven by the candidate's results on the pre-employment assessments in our Strategic Hiring process. I like this process, too, because it gives every candidate the chance to prove the assessments wrong. The process creates a level playing field which is very important to me."Nicole Kauth, HR Director
CPP, Inc.
"We've used the Strategic Hiring process for several years. It has made a huge difference in the effectiveness of our hiring process. I can't imagine trying to hire the best available people without it. I think people want to work in an EQ-smart workplace!"Kay Withworth, HR Director
Duckhorn Wine Company
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