Select High Performance Candidates Every Time!
Selection that increases Retention
Excellence in Selection
The accuracy, quality and reliability of a selection decision is measured and validated by the match between the candidate’s culture of attitudes to the job, and the culture of attitudes benchmarked by the managerof the job, for high performance in that position.
Measurement of the differences, or ‘gaps’, between the two cultures, and their characteristics, identifies and predicts a candidate’s performance on appointment to the po sition, future potential, leadership ability, culture ‘fit’ and intangible $ Return on Investment to the business
3 Selection Questions that must be answered before a meaningful, reliable, valid, selection decision can be made are:
- What is the Benchmarked Culture of Attitudes and Behaviours for high performance in this position?
- What is the candidate’s Culture of Attitudes and Behaviours to this position?
- What are the measurements of the differences, or ‘gaps’,and their characteristics, between the candidate’s Culture of Attitudes and Behaviours to the position, and the Benchmarked Culture of Attitudes and Behaviours for high performance in this position?
Selecting the Best Candidate
The short listed candidates all have the education, professional qualifications, experience, competencies, and references specified for success in the job.
The best candidate, the one most motivated for high performance and success in the job, is the candidate with the smallest measurement of Culture differences, and “gap” characteristics, when measured against the benchmarked Culture of Attitudes for high performance in that job.
Increase your Retention – Reduce your Costs – Select the Best – Contact us today
“We find Management Dynamics Geier reports invaluable for our recruitment process. They allow us to match the candidate to the position without bias, whereas in the past it was more a ‘gut feel’. Although ‘gut feel’ can be accurate, is not always so, and has no real basis. With Geier reports we are now able to confidently identify those candidates that best suit the position, and more importantly our culture. Thank you for your time and assistance, and the time spent introducing us to Geier, it has been invaluable.”
………. Manager“The Geier reports really help us in choosing the right person for the job. Could we have six more reports for applicants please”
…….Managing Director
“If you don’t identify and measure motivation inputs,
you can’t manage motivation outputs”