Strategies offers a mix of services that are interrelated and mutually
supporting. These services can be provided individually based on need,
but were designed as an integrated toolkit, a life-cycle methodology
that aligns recruiting with sales and addresses every step of a successful
hiring practice: Planning - Prospecting - Qualifying - Evaluating
- Closing - Coaching. Each phase of this methodology addresses a critical
step in finding, assessing, hiring and retaining your key people.
We offer three principal
approaches to conducting recruiting assignments dictated by your
need. Your Recruiting Need:
long-term hiring & turnkey
process management [See Outsourced Recruiting]
> Single hire, high-level position [See Retained Recruiting]
> Low-volume, immediate to short-term
hiring window [See Retingency Recruiting]
Our Approach: the “outsourced” model deploys Selection
Strategies as your in-house recruiting organization. We manage
the entire process and follow each step in our methodology as
we manage the process in day-to-day interaction with your management
team. This approach is especially advantageous when you have
high-volume hiring needs, long-term hiring requirements that
demand full time
recruiting support, require management of the recruiting process,
and/or wish to save costs by outsourcing the function if you
sufficient justification to hire a full-time recruiter.
Our Approach: the “retained” model utilizes Selection
Strategies as the dedicated and sole recruiter to identify &
qualify senior-level candidates typically at the executive level.
A retained engagement will incorporate the key elements of our
Hiring Intelligence™ methodology but also follows the pattern
of traditional retained search assignments: Step#1 – Profiling
& Sourcing; Step #2 – Qualifying & Submission of
Candidate Shortlist; Step #3 – Interviews, Selection &
Offer. Retained engagements, by their very nature, require close
coordination between you and Selection Strategies and will require
a commitment of time and resource in excess of that needed in
standard recruiting situations.
Partial Contingency “Retingency” Recruiting
Our Approach: the “retingency” engagement is similar
in structure to a traditional contingency search; however, the
initial retainer (typically no more than 25% of the total fee)
is intended to ensure that both sides have skin in the game.
engagement is used when you have needs at the individual contributor
level and may have needs from a single position to multiple
Traditional contingency is popular because it requires no up
front outlay of cash, but that is also its’ Achilles heel.
A lack of commitment and focus is why many searches produce
or, even worse, you hire a mediocre candidate. Further, Selection
Strategies’ approach to sourcing candidates is to seek
out those best suited for the role rather than simply pulling
a database of past candidates; this approach is more labor intensive
and traditional contingency search is geared more for “speed”
than “quality.” Our retingency approach is designed
to adopt the best aspects of the retained search with out the
same commitment of cash.
When conducting recruiting engagements, we function as an extension
of your staff and act as a member of your organization; we become
an integral part of building your team and work closely with executives,
hiring managers, other recruiters and human resources professionals.
We do not function as "headhunters," simply filling
your open headcount and moving on. Regardless of the type of assignment,
we take a long-term view that includes how well your new hires
perform; and we provide post-hire guidance to make sure you get
their highest level of performance.
Our training philosophy
is to build real, immediately useful skills, not just to pass
information. We’re here to act as a coach and help you
and your team build their individual skills in recruiting, interviewing
& selection. Having “an eye for talent” and being
known as a manager who hires and retains talent is a critical
success factor as you grow as a manager and assume greater responsibility…we’re
here to help!
Our programs include:
> traditional instructor-led training (classroom)
>eLearning platform delivery (web-based)
>multiple practicums where skills are developed and practiced
>follow-on sessions, called In-Progress Reviews, which focus
on honing and refining the skills introduced in the classroom
Skill Improvement Desired: To manage and perform
the recruiting function including tips and techniques of search,
improve your ability to source and identify suitable candidates,
position your opportunity and successfully guide them through
your selection process.
Who Should Attend: Line Managers with direct
recruiting responsibilities and Recruiters.
What’s Offered: Think of this program as
individual selling effectiveness with a recruiting twist. Recruiting
for Talent is a two-day course that encompasses our entire methodology
covering everything from developing your hiring models through
sourcing for candidates, interviewing them, hiring them to managing
them for peak performance. This course is recommended for any
manager responsible for all aspects of the recruiting process,
any manager seeking to be involved in the various phases of the
recruiting process, recruiters & human resources professionals
responsible for delivering recruiting services, and venture capital
professionals looking for a first-rate answer to the search for
IT sales talent.
Skill Improvement Desired: To conduct more effective,
in-depth selection interviews; to assess competencies critical
to success, and to improve your ability to gauge talent and ability.
Who Should Attend: Hiring Managers, Recruiters,
any manager or individual involved in the interviewing & selection
What’s Offered: If you are specifically involved in the
interviewing and evaluation of candidates, you may choose from
our Interviewing for Talent™ Series - which includes modules
addressing major areas of field operations, such as Management,
Sales, Sales Support (Pre-Sales), and Post Sales (Project Management,
Implementation Consulting & Training). These one-day programs
provide in-depth instruction, practical exercises and real-world
case studies that introduce students to the principles, concepts
& techniques of the Hiring Intelligence™ methodology.
The course materials include a student workbook and reference
guide, in hard copy and CD-ROM. In addition to the standard training
materials, each student receives The Manager's Toolkit™,
an MS Access (for Windows 95/98 & NT platforms) database that
contains over 500 interview questions, pre-defined interview scripts
and guidelines for conducting focused & insightful competency
based interviews. The Manager's Toolkit provides a software application
on your computer desktop that offers ready assistance in assessing
your critical job candidates.
Recruiting Process Management Skills
Skill Improvement Desired: To understand the
principles of successful recruiting and the mechanics of the search
Who Should Attend: Executives and managers with
direct or indirect responsibility for managing the recruiting
function or those interested in improving its outcome.
What’s Offered: Think of this as a survey
course in recruiting. This half-day program is designed to help
you better understand the principles of successful recruiting
practices and, as a leader, how to create an environment that
produces world-class results. The "Ten Principles of World-Class
Recruiting" teaches the high-level essentials of our Hiring
Intelligence™ methodology, as well as, lessons learned and
research from the world of recruiting and enables executives to
assess the value of using a structured approach to recruiting.
We also offer this course in conjunction with one of our recruiting
partners Strategic Software Resources.
Decision Support Tools, InSITE
One aspect of our mission is to help you develop a keen eye for
talent. Unfortunately, there are no foolproof litmus tests for
identifying individual talent. Some people believe that sizing
up a person's capability is an art in which only a few are gifted
and practice well. We believe it is a combination of art &
science and requires skill that can be learned and improved through
Our Hiring Decision Support Tools are designed to help you when
you need to:
> Select the right candidate to hire
> Select the right person to promote
> Assess the skills & capabilities of your current team
> Set priorities for training & development of your current
> Develop individual development & management strategies
Just as Business Intelligence systems are designed to provide
managers with critical performance indicators and financial or
operational data to aid them in making strategic and day-to-day
decisions, we provide information to aid you in the hiring decision.
Our Hiring Decision Support Services are designed to become an
integral part of your interviewing and evaluation process. Based
on our assessment instruments – the InSITE (In-Depth Sales
Interview & Trait Evaluation) and 360° Surveys - these
services facilitate your assessment of a candidate before you
make the critical decision to hire or promote, serve as an aid
to the manager looking to coach their sales team to peak performance,
or help a poor performer improve.
The In-SITE (In-Depth Sales Interview & Trait Evaluation)
is a comprehensive, structured competency-based interview conducted
over the telephone that assesses the candidate's suitability for
a position by evaluating their Motivations & Drives, Position-Specific
and Self-Management Skills. These competencies are based on a
pre-determined profile and crafted specifically to meet the needs
of your company. The report you receive contains quantitative
data as well as a detailed qualitative assessment of the candidate's
positive attributes and "red flags," with specific recommendations
to ensure a thorough evaluation before you decide to hire. If
you decide to hire the individual, we will follow-up with the
hiring manager at the 90 and 180 day marks. We then provide a
MAP (Manager’s Action Plan)that focuses on specific actions
that can be taken to leverage the person's strengths, eliminate
or compensate for their weaknesses, and manage them to high levels
The 360° Survey is designed to assess individual skill as
compared to “best practices” models and deliver both
group and individual level assessments. The survey can be deployed
using paper & pencil forms or, more typically, on a web-based
platform that provides easier access and automated delivery capability
that accommodates large, diverse and virtual organizations.
Perhaps you already
have a recruiting operation but need to optimize its performance.
Or you might be a high-tech start-up looking to grow your company
and build both your sales force and a competitive recruiting department.
Or maybe you're looking to outpace your competition by adopting
the best possible recruiting practices.
Whether you need minor adjustments or major process improvements,
we can assist you through the application of our Hiring Intelligence™
Our expertise includes:
> benchmarking your top performers and creating a Hiring
> developing a comprehensive Sourcing Plan designed
to get more and better qualified candidates.
> devising a Sourcing Strategy intended to build
"brand identity" and attract the best talent available.
> performing Capacity Planning to identify the
ideal size of your recruiting organization to support your growth
plans and achieve high quality hires.
> developing your hiring team's skills as interviewers
and evaluators of quality prospects.
> negotiating appropriate, competitive offers.
> coaching and developing your new hires for maximum
> evaluating current "problem" staff
and determining/developing their potential.
In every phase of the recruiting cycle, we can assist you in finding
points of leverage, improving process performance, or implementing
Please visit our "Orders" or "Contact Us"
page to get more information on our services.
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