More and more companies are evaluating work, how the candidates
And for their corporate culture - not just work.
�
This is an important consideration, to reduce the budget and
The uncertain economic outlook, raised extrusion business environment and
Demand for smart hiring practices.
�
Gas stations open contracts can be a difficult, expensive and lengthy
Process. According to a recent study by global human resources
The firm dbm, 94% of job-seekers are looking for an average of four to
To six months, and most people consider that the majority of job seekers
About five months to ensure employment. And to find a new,
High-level position, in the current employment market to more
� 12 months compared to about seven months in 1998.
�
Management broader search process, many companies are
Using personality assessment to find the right person for them
Company. In fact, one-third of the 2,100 human resource managers
A recent survey by the American Management Association of
The personality profiles into their rented
The decision-making process.
�
Personality tests, so that the companies beyond the first
Impressions and the real value of the skills and candidates
Character. Its goal is to determine how the combination of
The two will apply to the organization.
�
Taking into account the characteristics of job candidates can help
Employers determine if the individual has the right and ability
Adaptability, for their work environment. For example: a new installment
There may be outstanding ability, but if he does not have
Communication skills, as well as with a group, he may not like this
And the best candidate. The company might be better off hiring a great
� Communicator with average skills can be improved and
Training substitute.
�
The bottom line is: Personality assessment can help companies
The employment of the rights of the employees - and keep them longer. And employees
Reservations companies save money and precious time, due to loss
Productivity and related costs, recruitment and hiring.
�
Apart from the personality test, a growing number of enterprises started to rely on
The expertise asearch innovative companies such as a limited liability company to help
They determine the best person for the job and the company.
� Asearch is Connecticut, the headhunting company, re -
, A potential employee's character, a recruitment
And hiring procedures.
�
In his 30 years of organizational development consulting, Bruce
Clinton has read too many premises of the poor against the Chief Executive
Successful organizations. But very few executives fail because
Their curriculum vitae, Clinton said, a founding partner of asearch.
� "Most of the failures are due to the lack of correct behavior or
Cultural fit. "
�
If you only hire experience, he has brought, how you deal with
The behavior and chemical??in the door? "We help
Employing authority beyond the tip of the iceberg, this is
Restoration, experience, interviews, and find the best reference ...
The Organization for the culture and work requirements. "
�
Asearch required an in-depth approach to help customers lower
Their transaction costs. The company provides value-added
Services such as a company's culture of implementation
Team. Therefore, the company will submit the-job candidates
All meet the requirements for cultural and behavioral
Position and a third party evaluation to verify its
Eligibility. Therefore, they usually need only customers
Recalling several candidates to find the best match.
�
Asearch process, ensuring the suitability of candidates and
Remove the risk of a poor fit. "Our value proposition is not
All search provided by the company, "Clinton said." As a matter of
In fact, I am not aware of any that it is necessary to do everything possible to do so. "
�
The company's approach is evidenced by its bold slogan: "We went
Beyond search. We take risks, and suspected that your future
Key Executive leased. "
�
Asearch is a major representative of the New England headhunting company
Several decades of organizational development, the Executive Search and
Assessment of experience. Following is the question and answer
The company's background and perspective on the implementation of Search
Process. More information is available at the company's Web site:
In www.asearchllc.com.
�
Q: Why did you start asearch? A: I think this is an opportunity
To fill the gaps in services and a misunderstanding of the market
Closely held businesses. I believe that small and medium-sized
Enterprise is the key to our economic growth, and think that this
Reservations search business, can make a positive difference. And
My background and my two partners, because we have
The value of excellence to provide key executives and company owners.
�
Q: Can you tell us your experience. A: My background is that more than 30
Years of organizational development consulting to closely held
And the family enterprise. Prior to this, I was owner and the president
A residential real estate business, there are two sites, plus
New home sales; President and owner of the land
Development Company; With the general partner of the limited
Partnership, which developed 200 acres of land into a luxury
Breakdown of the 96 lots. I subsequently joined the consulting firm
This helped me build my real estate business, when I sold to
One of my managers in the mid-1970s.
�
Q: You talk about the partners and their experience? A: Anthony
� Townley has more than 30 years of staffing and implementation of search
Experience. He conducted a search, we have position
Requirements have been identified. Barry has extensive training
Assessment of knowledge, is a leader and innovator,
Business and professional executive coach. Barry and I Procurement
Reservations search tasks and are conducive to development
Job requirements and the position of development team and
Selection of teams and coaches of the new integration process
Chief Executive.
�
Q: describe the typical customer, you work. A: closely held
Companies with a sweet spot for 25-100 million in sales. We have
Sales and organizations to reach 4 million over three hundred yuan
Million. Mostly we deal with the chief executive or the President
Organizations or chief operating officer.
�
Q: Can you give us an overview of your company and its services?
Answer: asearch consider risk, and suspected that the key to the future
The hiring of an organization. We have adopted the organization
Development of methods to make this a reality. To assist our customers
Know their culture, a clear-cut stand and objectives
The first 30, 60, 90 and the next 180 days, the agreement evidence
Performance goals, needs and expectations of the experience and
Education and the objective requirements of psychological measurement for the new
Stand on the basis of understanding of cultural and positions
Request. We also make sure that the choice of team
To understand its role, the key to the new figures, successful.
Finally, we have a new coach integration process installments, and
The review, in 45 - and a 9 0-day period. At that time, if all
The parties are progressing as expected, we have to guarantee
The balance of the first year of the date of promulgation hire.
�
Q: If you want to know your services? A: Because
We become so familiar with an organization, and can help
Provide so much value, we often reach the level of trustworthy
The consultant, and was asked to assist other organizations
Growth-oriented tasks. In such circumstances, we will do the same
Transfer or introduce other professionals, we have
Asearch with and perform services on behalf of the client.
�
Q: Most of your clients have had a negative hiring experience?
A: Yes. Almost all of our current search is a poor client
Hiring a similar position to understand its value, more
Suitable is the first time.
�
Q: Can you give us an idea how much money is lost due to
These failure? A: This is difficult to measure the opportunity cost of losing
� -- This is the high cost - lost business, good business
Employees, lost production and bad comments, is a
Organizations, which means opportunity, or you will never get
Know why. On the physical side, the transaction costs,
Advertising and resume culling, extensive interview time, training
Costs have hired the wrong person, lost wages and benefits,
The settlement costs, litigation, wrongful discharge, contract
Cost of relocation costs and contract service fees, if
Chief Executive is to allow him to go to for any reason, but the cause. The lowest figures
For an implementation of the turnover has 4:56 times
The annual salary.
�
Question: Why should these employees failed? A: If you interview
The company, you will find that, the lack of cultural fit (chemical), and
Act does not allow performance that is not new hire
The sense of urgency, and low consumption, has not made a decision or
Holders of responsibility, and so on.
�
Q: What is a challenge, you see the employers who
Trying to do so on their own? A: The understanding of the real
Stance and the requirements of their culture, can
The following are the surface or the tip of the iceberg to meet
Position requirements to the candidates to determine what
The early success, and in the long run, the integration of new installments
Included in the organization and development of Rough Point --
Especially if the position requires different behavior (s), than
The current culture.
�
Q: When do employers give up his attempt and
Seeking your help? A: I do not know ... to know
Better ways than the traditional headhunter ... Otherwise, they
Will continue to hit or miss proposition. I know of one firm
This opened up a key executive position three or more times
And still not been correct.
�
Q: Can you quantify the rate of employees who
From its own, compared to those employed by your firm
Services? A: No, but the cost of any turnover, is a great ... We know,
If you know how to define your culture and status, and
There are objective ways to measure culture and behavior
Need to success in this culture do stand
Request and appropriate experience and education, you will
Almost no opportunity to stand up and stand. That is why we
Provide an unprecedented one-year guarantee for everyone's use
Our process.
�
� ******************** Copyright 2004 Kate smalley Connecticut
Secretary http://www.connecticutsecretary.com
� Kms@connecticutsecretary.com ********************
�
About the author:
Kate smalley, President, the Secretary of Connecticut.
� Http://www.connecticutsecretary.com
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