Talent Acquisition

Leaders know, nothing is more important then selection, nothing!

Successful organizations understand the need to get selection and hiring decisions right – the first time. Making a bad hiring selection is costly to an organization’s performance and bottom line.  According to a study by the Society for Human Resources Management (SHRM), it could cost up to five times a bad hire’s annual salary.

According to Peter Cappelli, Professor of Management and Director of its Center for Human Resources at the Wharton School , "Businesses have never done
as much hiring as they do today. They've never spent as much money doing it. And they're never done a worse job of it."

A recent Career Builder study revealed the true costs of a bad hire must include lost productivity, client relations, lost sales, recruiting and training and 27 percent of employers in the U.S. reported that a bad hire cost more than $50,000.”

There is no more important issue for building a high performance team, practice or culture. The Levelbreaker Selection System was designed to help hiring the best person for each role or position. Once the position job description is developed, we create a “customized” job profile that includes the competencies, attitudes & values, emotional intelligence and behaviors required to perform with excellence. Unless you do that, you’ll likely to hire a great person for the
wrong job.

We know that competitive advantage goes to the organization that hires the best people and then places them in positions where they can thrive and do their best work. The LB Selection process is the only system that looks at all the dimensions for success and compares them to the specific needs of the job, team and organization. Detail selection reports include Individual Compatibility Analysis and Multiple Candidate comparisons so you can objectively make the best choice. The same process can be used to compare internal candidates considered for promotion.

The LB System is a total system which means the tools can also be utilized for Individualized Professional Development and Coaching to support successful on-boarding and employee development. The same tools can be used for leadership & team development or virtually any scenario where communications and teamwork are required and failure is not an option. Our recruiting options include position modeling and retained priority search.

Position Definition & Job Modeling

Businesses everywhere are seeking better ways to secure the talent necessary for success. But what talent does a job require for superior performance?

Only the JOB has the answer, so let the job talk and listen carefully. Our patented job benchmarking process enables businesses to assess the job and talent to find the best job fit.

Depending on the benchmarking tool used, you can quickly determine the behaviors, values, personal skills and task preferences required for superior performance.

The Levelbreaker Job Benchmarking process makes it easy to remove common biases often associated with the hiring process. Instead, factual data based on job requirements provide a solid foundation for coaching and hiring success!

The Job Benchmark uses a patented that is a unique and effective solution because it benchmarks a specific job, not the people in the job. To do this, we let the
job talk through an interactive process and job assessment. The job benchmark process will help you make the most informed decision for your next important hire.

Here’s how the process works:

  • Identify the Job. It is important to understand why the job exists, how success in the job is measured, the history of the position and how it fits the company’s strategy and culture.
  • Identify the Subject Matter Experts within the organization that have a direct connection to the job and use their expertise to create the job benchmark.
  • Define the Key Results required and critical goals for the position
  • Prioritize and Weigh the position accountabilities by importance and time requirements.
  • Develop the model using our on-line Job Assessment system.

The modeling process will insure that you have the right person in the right positions. It’s ideal for selecting new candidates or evaluating internal candidates
for promotion.

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Retained Priority Search provides our clients with the value of a retained search and the versatility and cost-effectiveness of contingency recruitment.

This proven methodology offers our clients the best of both world’s. Our senior consultants are assigned and dedicated to work solely for a specific client who has aggressive growth objectives over a 12 month period.

Our Search Consultant commences the engagement with an in-depth discovery process to learn about the companies vision, culture and managements objectives. A hiring profile is created that includes the required competencies, values, behaviors and potential for growth.

The hiring profile is documented and reviewed for sign-off by the hiring manager. In the next phase we identify, interview and evaluate qualified candidates. We narrow the selection to the top 3-5 individuals per position.

Our consultant’s present an information packet to the hiring authorities, which includes the candidate’s resume, a hiring summary and a GAP Analysis which compares each candidate against the Ideal Candidate profile. We coordinate interviewing schedules and act as a mediator for both our client and our candidates.

The process then continues with reference checks, negotiation and resolution of the offer. If at any time during the following phases our consultants determine that this will not be an appropriate match, it is our commitment to inform the parties involved and redirect our efforts.

Our recruitment mission is to create an innovative alternative hiring program to attract and hire top professionals in a timely, cost-effective manner.

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Interviewing & Personalized Debriefings

We believe in the concept of “Building on Strengths.” Our approach to debriefing the Levelbreaker Assessment is to ensure that the participant has a thorough understanding of what the report is telling them and how that information can be put to best use.

Debriefings can help you select the best candidates for a position or promotion, accelerate the growth of an individual or impact the synergy and performance of a team. The key is to know what’s real and what’s not so the best strategy can be exploited.

As organizations across the world are becoming leaner and less forgiving, leaders need to get more from their people. The key is hiring the right people who are motivated, competent and accountable.

The Levelbreaker Debriefing process and our assessments are tools for gaining commitment and providing the individual and hiring manager with insights for making better choices and developing the most effective strategies for improving productivity, motivation, job satisfaction and relationships.

The key is finding out what makes an individual “tick” and providing a continuous improvement action plan to accelerate results. The Levelbreaker Assessment process enables you to build a personal development program that is specific to the individual needs of each candidate or employee.

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