In our view, there is no shortage of talent if you know what to look for. We prove this by helping organizations think beyond the job description and expand their definition of "qualified" to include performance behavior traits, motivational interests and intellectual horsepower. With that understanding, we approach the search process creatively, with significant attention focused on who candidates are not just what they have done before.
Despite the best intention to recruit and hire the "best", on average, two-thirds of new hires are not the right fit for the job, the team, the boss, or the workplace culture. Fortunately, hiring a "bad apple" is relatively rare. Unfortunately, so is hiring a top performer. Traditional search and selection processes focused on matching resumes with job descriptions, often result in hiring average performers with good resumes and interviewing skills.
At Decision Insight, our goal is hiring top performers for the job, not just the interview process. We understand the importance of understanding the needs of the organization beyond the job description will guide the selection of individuals who are well matched for the work, the team, the boss, the customers / constituents and the workplace culture. Therefore, our clients are required to participate in a mini organizational assessment designed to uncover critical information for sourcing and selecting the right candidates. Just like there are no perfect candidates, there are no perfect organizations. That said, we aim to understand the good, the bad and the ugly to find the right fit and eliminate surprises that can affect the new hire's success. The results of the organizational assessment are presented and discussed in confidence with the client and form the basis for developing search plans and appropriately positioning the challenges with candidates.
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