Peak Focus Optimized Talent Acquisition and Development


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Peak Focus Optimized Talent Acquisition and Development

  1. 1. Optimized Talent Acquisition and Development 8 Critical Steps toBuilding Your Essential Team Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  2. 2. Define E x p e r i e n c e a n d Te c h n o l o g y 1 A t W o r k F o r Yo u . . . 8 C r i t i c a l S t e p s F o r C o n n e c t i n g Yo u r Attract B u s i n e s s t o t h e R e s o u r c e s Yo u N e e d 2 Systems are put in place to ensure a predictable outcome. No one makes up the manufacturing process for a widget every time they make a new one. So, why should finding and developing the right talent - the ideal Filter addition to your team to help you reach your goals - be any different? 3 A well defined process, the right tools and deep experience to back it all up are critical for getting it right the first time. Not only do we have the right tools, Refine we have deep experience in helping companies just like yours prepare a plan and ultimately enjoy full confidence in 4 your new hire, further development of their skills and, in the end, their continued contribution to your success.Interview 1 Why settle for 5 a preconceived notion of your needs when they’re as unique as theInterview 2 candidate you’re seeking? 6 Because we believe in building sustainable business systems, using our 8-step process described, we’ll coach you through developing your own unique, repeatable Recruit talent acquisition and development system. Working as part of your team, we’ll help you learn to confidently use the 7 tools and refine your processes. When you’re ready to fly solo, we’ll train your selected team members to fully use your own Harrison Assessment (HA) Develop tools as part of your acquisition and development system. No worries - we’re always close by should questions or new 8 challenges arise. Let’s take a closer look at each of these critical steps. Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  3. 3. DefineWhy soimportant?Successful hiringstarts with a welldefined need and acomplete (detailed)description of theperfect person tosolve the need. Success: Complete description of the “idealWithout a well candidate” for the position.defined jobdescription (includingall the core pieces Creation of a job description, job, a description of the overalllisted), there is no including: purpose of the job and mainway to efficiently • eligibility (can they do the job), tasks required to do the job well.attract or filter • suitability requirements (will Special circumstances related toapplicants - resulting they do the job), working conditions should alsoin a waste of time, • weighting of those factors. be articulated, including expectedeffort, dollars and travel and telecommutingpossible harm to the Eligibility factors include possibilities or reputation professional and technicaland brand. experience, size of prior And, it must take into companies for which the consideration your company’s candidate has worked. DNA - your internal culture, how you work, the level of quality and Suitability factors include professionalism you expect. motivation, team skills, communication styles, problem solving and analytics. A well crafted job description will fully describe what is expected of the “ideal candidate”. It should also include location of the Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  4. 4. AttractWhy soimportant?The ability to attractthe best possiblecandidates requiresconnecting withthem on a varietyof levels. Knowing(and describing well)what you have to Success: Attract the best quality applicantsoffer which would in the shortest time frame and at the least costappeal to them isparamount. Knowing (dollars and effort).where and how to Some positions are best filled by to hire from the “employed andmake the connection referral basis, while others do not producing” population. This planis also critical. This is require that level of individualized must include adequate resourcesespecially true if the attention. and a well defined process.campaign is “open tothe public”. Some positions require very Careful consideration must be specific skills or qualities, and given to getting others to “tell yourOver 85% of therefore are more difficult to find story” but only after articulating“knowledge worker” (not the general population, but a the exact story you’re asking thempositions are filled specific sub-group). to tell on your behalf.(directly or indirectly)by word of mouth. Key descriptors which will help efficiently identify the bestWho will actively tell channels (markets, professions,your story? schools) through which candidates will be reached must be pulledWhat story are you from the previously developed jobasking them to description.share? A well planned marketing and attraction campaign must be established, especially if trying Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  5. 5. FilterWhy soimportant?Especiallyimportant for “open”campaigns, useof the HarrisonAssessment systemeffectively removesthe complexity offiltering “by hand” Success: Efficient and cost effective filtering,and greatly reduces first on eligibility and then on suitability tothe administrativeoverhead of sorting create a short list.and selecting Whether hiring one person or a acceptable minimum matchresumes by hand. large new team, effective filtering correlation (the % match). based on minimum eligibilityThe automatic requirements is essential. Depending upon the level offiltering is only as position and the ability to attractgood as the original Use of a Harrison Assessment the best candidates, the cut offfiltering decisions (HA) campaign allows complete is generally in the 80% or higher(factors, definitions, customization and weighting of range for most campaigns.questions and eligibility factors based on theweighting of factors). prior established “ideal” candidate. Automatic filtering with the online Eligibility Questionnaire is the most cost efficient and unbiased (objective) way to create a short list of those who have the right hard skills. Assuming the eligibility factors were well chosen, defined and properly weighted, the only remaining decision is the Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  6. 6. RefineWhy soimportant?This refinement stepis important for tworeasons: • to make the most of the interview team’s time, and • keep the costs down while Success: Selection of the short list of increasing the finalists. probability of making a great hire the first time. The phrase “hire for eligibility, Regardless of method chosen, fire for lack of suitability” is the remaining candidates needThe decision to applicable at this juncture. With to be invited to complete the HAinvite one at a eligibility established, the next Suitability Questionnaire online.time (manually) or step is to determine suitability ofhave the Harrison the remaining candidates. Once again, a minimum percentAssessment system correlation (score) must bedo it automatically Once the minimum match score established - this time takingis generally based is established, creating the short into consideration the weightedon bandwidth and list is accomplished by one of two combination of eligibility andbudget. methods: suitability scores. Any candidates 1) a complete individualized scoring at or above that threshold review of the candidates should be considered for an remaining and individually interview. Their reports should be created requests to complete the generated and fully reviewed. In suitability portion of the HA, the HA system, this includes a <OR> Job Success Formula (JSF) score 2) automatic HA system and full JSF report, individualized invitations are created and sent “Interview Guide” and “How to to candidates scoring at or Attract” report. above the minimum match score (threshold). Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  7. 7. Interview 1Why soimportant?Whether done inperson, via phoneor video chat, astructured interviewprocess must befollowed to uncoverany potential issuesor outstanding Success: Using a structured interview, cullquestions with the candidates to generate the short list.short list candidates.Utilizing the Harrison The pool should be cut by at Regardless of the actualAssessment tools least 50% and as much as 80% remaining number in the pool,provided (interview depending upon the number on it’s imperative that those keptguide, how to attract the short list and the quality of on the short list are people youreport), the interview the candidates based on the would seriously consider hiring.must be focused, and interview. Passing someone along with anyconsistent across uncertainty is likely only going tocandidates. If the campaign is designed to waste resources. find one new employee, ideally a pool of at least 5-7 remaining candidates is preferred. If the campaign is designed to identify more than one new hire, a larger pool is usually desired - following similar guidelines of 5-7 candidates per opening where possible. For higher level positions, a first cut short list might be as few as 3 people. Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  8. 8. Interview 2Why soimportant?This is your team’slast chance toeffectively determinethe best fit for yourparticular openposition.Not unlike the Success: Selection of the top candidate tofirst interview, to make an effective, astructured interviewprocess must be Depending upon the level of the pitfall you can avoid with properfollowed. The added position and other factors, this planning and execution of thatcomplexity is that interview is preferably a face- plan.of the roles each to-face event involving a teaminterviewer will interview approach. It can be The end result is to identify theplay and for what done via video chat if in-person is one best candidate and at leastinformation they are not practical, but should still be a one back up choice in the eventresponsible. Ad hoc team interview. the first choice elects to notis disappointment accept your offer.waiting to happen. All reports and interview notes should be shared with all other members of the interview team and carefully reviewed in advance. Roles (for the team interview) should be well defined and questions prepared and refined in advance. Any confusion or lack of coordination at this stage may be taken as a warning sign by your top candidate - an unfortunate Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  9. 9. RecruitWhy soimportant?Especially ifrecruiting from a poolof actively employedpeople, helping idealcandidates quicklyrecognize why theyshould join yourcompany is a must. Success: Completed recruitment of the candidate, and on terms which meet the needsHighly sought aftercandidates have little of the company and the new recruit.time and no patience Creating a complete recruitment Finding the core motivatingfor anything less package is essential. To efficiently factors for your candidate canthan straightforward answer anticipated questions help you craft the perfect packageinformation. Give it to about the opportunity, a single for them - and for you. No needthem. page outlining vital information is for additional testing. Simply look key. no further than the HA Traits report and the Paradox report A brief of the company, the to find those keys. And, utilizing position, the benefits (hard and the How to Attract report will soft, i.e., health benefits, flexible help your entire team know how work hours) are important items to to best engage this “must have” cover. candidate. Priceless information at your fingertips. Don’t forget to include why a top caliber person would want to join your team. The best in their field want to join a team of winners, to know they’ll be appreciated and encouraged to grow by agreeing to come aboard. Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  10. 10. DevelopWhy soimportant?Professional trainingand developmentis the most solidpath for developingdeep loyalty and fullparticipation by anyemployee. Success: Sustained development of the newThe opportunity to employee.learn, to becomebetter and to self-direct is essential to Once on board, this new hire is opportunity to not only use it, butretain top talent. essential for your future growth also to share it with their fellow and success. Human capital teammates. development is a must. Obviously this happens over a period of Outside help for development of time. Ideally it would continue as your team is often essential for long as the person works with critical positions directly related to your company. your competitive advantage. This is especially the case for your McKinsey issued a report in 1997, leadership and sales teams. “The War for Talent,” in which they detailed the critical nature of Especially in today’s climate, professional development of top making the investment in talent as a competitive advantage. your human capital should be A decade-plus later, this is more considered equally (if not more applicable than ever before. so) important as investment in infrastructure or physical assets. If an employee enjoys teaching (their HA Traits report will give you plenty of insight), as they become fully proficient with a particular skill or talent, give them an Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  11. 11. Next StepsWhy soimportant?We recognize:• the critical nature of adding the right person to your team,• the need to get it right the first time - that hiring Success: Finding, hiring and developing mistakes are your ultimate team. painful,• the need to Finding, hiring and developing using those tools. That’s why we guard fiscal your ultimate team shouldn’t developed this 8-step framework - capital while just be a dream. It can be your to help companies of all sizes and developing your reality, and we look forward to stages, from start-ups to centuries human capital, helping you build your dream old family-owned organizations, and team. build and develop their executive• the need for and sales teams in the most speed and The Peak Focus team members efficient and intelligent way. function, but not are not only experts with the at the sacrifice of Harrison Assessment system, The perfect team member is just the nuances of collectively we’ve built and a few steps away. You really can your company’s developed a variety of executive get it right the first time - time and unique culture and sales teams, across again. We’ll show you how. and path to industries - for companies we success. personally owned and those with whom we simply had the pleasure of working. We’re all about optimized performance! We believe in using the best tool for the job, and having experienced hands Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  12. 12. About Peak Focus LLCPEOPLE. PERFORMANCE. PROFITABILITY.Peak Focus gives you the tools to grow, develop and strengthen your team. With amix of resources that we’ve created ourselves, as well as several powerful tools we’ve carefully assessed and believe in, we combine our passion and experience to guide companies and individuals toward optimized performance. Select your team members with confidence, help your key players develop their soft skills, and learn how to coach your entire team more effectively by engaging the experts at Peak Focus. For more information and access to free resources, please visit our website at www. For more information, tools and resources, visit or contact us directly: Peak Focus LLC 1579F Monroe Drive Suite 517 Atlanta, Georgia 30324 Engage With Us Free tools, resources & updates LIKE us on Facebook Check out our blog Follow us on Twitter Follow us on LinkedIn Peak Focus LLC © 2011 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.