Recruitment and Selection - What Works?

Job fit. One of the most elusive parts of the attraction and selection process in employment. Beyond that, Performance Management is not a viable process in most organizations. Why is this? Too often, other business needs put this process into low gear. But are you missing the boat here?

What do most companies miss? Taking the process seriously at times! Did you know that many decisions to hire are made in the first 4 minutes of an interview? All based on gut feel. Sometimes, this works, but what do you do when it doesn't?

Interviews are like the tip of an iceberg....what you see is on the surface, but you may be missing quite a bit below that surface. Most candidates present a pretty good face....although I have had some that were honest....and from the start, unacceptable to be chosen as a team member.

How do you get below the surface? And do it cost effectively and quickly? Remember, the best candidates are hired quickly, so time can be of the essence. Consider a range of assessments, that give you needed information on a candidate. That is where we excel, in helping you get the information you need to be able to put some "hurdles" in the selection process, and bring your success rate...hiring the candidate who will succeed in the role...to a higher level.

I've begun the next phase of my career, taking nearly 35 years of management, manufacturing, continuous improvement and organizational development, and will match that with an unparalleled resource for assessing the strength of individuals and teams. Honestly, this is the first time I've struck out on my own, and it is somewhat intimidating, but I have the support of both my family, and the capabilities as a Strategic Business Partner with Profiles International. Over the coming weeks, I will set up shop, as that resource, as I engage with Profiles. I am very much looking forward to this next phase, and the ability to share a little knowledge with companies that don't have strong HR departments.

Summary of Experience

Experience in both manufacturing operations and human resources. Full generalist knowledge, with a focus on Performance Management, Employee Relations, Training and Development, including excellent platform skills in training. Strong ability and focus on completion of projects.

Specialties

Union Avoidance, Mergers and Acquisitions along with integration, training and development, project management skills.