All candidates hired have been above average candidates  -  observe what they are today!

As much as it is true that hiring decisions in any company of the world were based on good hope and reason to believe that the candidates hired would turn out above average performers. The vast majority is well hidden among the average or even below average performers.

We know why! We can explain it!
We can predict it in many more case than others:

We follow a different approach that includes much more success factors and criteria than others

• you can add in an unlimited number of knowledge and/ or experience criteria
• we consider, measure and offer more than 155 different soft skills from only one questionaire of 30 minutes
• we show risky tendencies like reacting defensive or a very blunt communications style
• we provide specific Job templates and job descriptions that really show the relevant criteria only

As this procedure has no higher cost than other instruments we create a higher value that may result in higher revenues and much higher efficiency. We can base this statement on the proven fact that the best of breed performers have a higher output. The difference in Output of a high performer compared to a low performer may go as high as

• x 3   for structured physical or manual work
• x 6   for managers
• x20  for lawyers or attorneys
• x40  for software developers

The Online-Assessment Benefit Calculation:

a) Compare the output (value added) average to high performer.

b) factor in that the probability to find High performers is about 70% higher than without a tool or about 40% higher than finding it with your “old” psychometric tool

c) factor in the number of years, the person will probably work with you

d) deduct (add) the cost of our services if they are more expensive (OR CHEAPER) than your old procedure

Adapt this formula to the number of persons you include in the different steps. 

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15 Years International Talent Management Consulting, Profiling and Integration Services in HR