HireBetter 360
When new clients initiate their relationship with HireBetter, they're typically growing at a fast pace and revolutionizing their industry. To keep doing what they do best they recognize that they'll need to find and hire world-class talent. That's what we do best.
Whether they're Publicly Traded, Privately Held or Venture-backed, our clients can't afford hiring mistakes. The HireBetter Methodology isn't complicated. To prove that point we've summed it up in one simple graphic. Like most everything else, the importance is in the details of execution.
Our commitment: Hiring Managers have an awful lot on their plate. By understanding, up-front, exactly what is needed in a role we can ensure that a hiring manager only has to conduct 3 or 4 on-site interviews. Because we've worked together to really understand what your A-Player will look like, hiring managers are virtually assured of hiring the right person - even with minimal interview training.
Click on a blue, highlighted segment of the HireBetter methodology to learn more about that component.
Comprehensive Interviewing
David Sander once said, “You can’t teach a kid how to ride a bike at a seminar”. It is our belief that this is truer for Interviewing than anywhere else inside of a company. To combat this, we’ve established a process for quickly narrowing down a field of applicants through quantifiable scoring and hard-hitting interviews. Everything is behavior-based and specifically focused on screening to exclusion. We're looking for a history of overachievement and ensuring that only the very best candidates are moving through the process.
Assessment Test Administration
The EEOC has very serious rules that govern the process of pre-hire Assessment Tests. Because we’re aware of these rules and are familiar with administering so many different kinds of tests (including STAR, Predictive Index, DISC & Meyers-Briggs), partnering with HireBetter ensures that you’re both compliant and efficient when adding these into your hiring process. Add to this, our expertise has been shown to increase the willingness of candidates to take the tests by 100% or more.
Job Posting & Applicant Screening
Our baseline statistics tell us that somewhere between 82-87% of all candidates that are considered for a role are direct applicants. However, when you get down to the final three that you’re considering for the position, only 1 of them will be a direct applicant. Our proprietary technology and experience allow us to not only increase the number of direct applicants by between 200-500% for each role, we can eliminate the time that Hiring Managers and HR Professionals have to spend evaluating those resumes.
Passive Candidate Research
Most people believe that the very best people to fill your role are the ones who are engaged in an exciting position somewhere else. We agree with this concept and spend a lot of time refining our skills while developing strategies and techniques to engage the best and brightest people in discussions about prospective future employment. Case in point, this aspect of the recruiting process is what we're asked to engage in more than any other. And because our relationship with clients isn’t ever based on contingency, these companies significantly reduce the time it takes to find the right person when future roles open up because they've already identified the talent for future needs as well.
Search Strategy Design
Yogi Berra once said, “If you don’t know where you’re going, you’ll probably end up there.” By having a defined search strategy plan you’ll have a better chance of getting more candidates and making a great hire. Our designs include Competitive Analysis, Online Job Posting site lists of 50 or more locations and outlining many of the advanced internet research techniques that can be used to identify the talent you are looking for.
Role Overview & Scorecard Creation
We believe that there are two reasons why a new hire doesn’t work out: (1) You didn’t clearly define what you needed or (2) You failed to tell the new hire what they needed to do. This aspect of our services offerings includes Job Description, Online Job Posting, Topgrading® Scorecard, Role Overview and Interview Creation.
Workforce Planning & Analysis
Jim Collins is famous for describing it best: "If we get the right people on the bus, the right people in the right seats, and the wrong people off the bus, then we'll figure out how to take it someplace great." When you know your team well, it makes the process of figuring out who else you'll need to hire a lot easier. At HireBetter, we’re not “fire fighters”. Rather, we’re home builders who focus on long-term workforce plans and hiring needs that are coming up in the next 6-18 months.
Reference & Background Checks
Geoff Smart, the author of the book “Who”, suggests that 20% of what you learn about a prospective employee happens during the reference checks you conduct on them. We don’t believe in accepting reference lists and our reference check phone calls are integrated into our interviews to ensure that we’re both validating what we’ve heard from candidates as well as obtaining critical information that hiring managers can use during on-boarding and development of their new hires. We’re also capable of completing background checks (Criminal, Credit History, Worker’s Compensation Claims & Driving Records, Drug Testing) that our clients request.
