Selection Strategies offers a mix of services that are interrelated and mutually supporting. These services can be provided individually based on need, but were designed as an integrated toolkit, a life-cycle methodology that aligns recruiting with sales and addresses every step of a successful hiring practice: Planning - Prospecting - Qualifying - Evaluating - Closing - Coaching. Each phase of this methodology addresses a critical step in finding, assessing, hiring and retaining your key people.

Recruiting Support

We offer three principal approaches to conducting recruiting assignments dictated by your need. Your Recruiting Need:

 > High-volume, long-term hiring & turnkey process management [See Outsourced Recruiting]
 > Single hire, high-level position [See Retained Recruiting]
 > Low-volume, immediate to short-term hiring window [See Retingency Recruiting]

Outsourced Recruiting
Our Approach: the “outsourced” model deploys Selection Strategies as your in-house recruiting organization. We manage the entire process and follow each step in our methodology as we manage the process in day-to-day interaction with your management team. This approach is especially advantageous when you have high-volume hiring needs, long-term hiring requirements that demand full time recruiting support, require management of the recruiting process, and/or wish to save costs by outsourcing the function if you lack sufficient justification to hire a full-time recruiter.

Retained Recruiting
Our Approach: the “retained” model utilizes Selection Strategies as the dedicated and sole recruiter to identify & qualify senior-level candidates typically at the executive level. A retained engagement will incorporate the key elements of our Hiring Intelligence™ methodology but also follows the pattern of traditional retained search assignments: Step#1 – Profiling & Sourcing; Step #2 – Qualifying & Submission of Candidate Shortlist; Step #3 – Interviews, Selection & Offer. Retained engagements, by their very nature, require close coordination between you and Selection Strategies and will require a commitment of time and resource in excess of that needed in standard recruiting situations.

Partial Contingency “Retingency” Recruiting

Our Approach: the “retingency” engagement is similar in structure to a traditional contingency search; however, the initial retainer (typically no more than 25% of the total fee) is intended to ensure that both sides have skin in the game. This engagement is used when you have needs at the individual contributor level and may have needs from a single position to multiple hires. Traditional contingency is popular because it requires no up front outlay of cash, but that is also its’ Achilles heel. A lack of commitment and focus is why many searches produce no results or, even worse, you hire a mediocre candidate. Further, Selection Strategies’ approach to sourcing candidates is to seek out those best suited for the role rather than simply pulling from a database of past candidates; this approach is more labor intensive and traditional contingency search is geared more for “speed” than “quality.” Our retingency approach is designed to adopt the best aspects of the retained search with out the same commitment of cash.

When conducting recruiting engagements, we function as an extension of your staff and act as a member of your organization; we become an integral part of building your team and work closely with executives, hiring managers, other recruiters and human resources professionals. We do not function as "headhunters," simply filling your open headcount and moving on. Regardless of the type of assignment, we take a long-term view that includes how well your new hires perform; and we provide post-hire guidance to make sure you get their highest level of performance.

Skills Training Courses

Our training philosophy is to build real, immediately useful skills, not just to pass information. We’re here to act as a coach and help you and your team build their individual skills in recruiting, interviewing & selection. Having “an eye for talent” and being known as a manager who hires and retains talent is a critical success factor as you grow as a manager and assume greater responsibility…we’re here to help!
Our programs include:
> traditional instructor-led training (classroom)
>eLearning platform delivery (web-based)
>multiple practicums where skills are developed and practiced
>follow-on sessions, called In-Progress Reviews, which focus on honing and refining the skills introduced in the classroom Recruiting Skills
Skill Improvement Desired: To manage and perform the recruiting function including tips and techniques of search, improve your ability to source and identify suitable candidates, position your opportunity and successfully guide them through your selection process.
Who Should Attend: Line Managers with direct recruiting responsibilities and Recruiters.
What’s Offered: Think of this program as individual selling effectiveness with a recruiting twist. Recruiting for Talent is a two-day course that encompasses our entire methodology covering everything from developing your hiring models through sourcing for candidates, interviewing them, hiring them to managing them for peak performance. This course is recommended for any manager responsible for all aspects of the recruiting process, any manager seeking to be involved in the various phases of the recruiting process, recruiters & human resources professionals responsible for delivering recruiting services, and venture capital professionals looking for a first-rate answer to the search for IT sales talent.

Interviewing Skills

Skill Improvement Desired: To conduct more effective, in-depth selection interviews; to assess competencies critical to success, and to improve your ability to gauge talent and ability.
Who Should Attend: Hiring Managers, Recruiters, any manager or individual involved in the interviewing & selection process.
What’s Offered: If you are specifically involved in the interviewing and evaluation of candidates, you may choose from our Interviewing for Talent™ Series - which includes modules addressing major areas of field operations, such as Management, Sales, Sales Support (Pre-Sales), and Post Sales (Project Management, Implementation Consulting & Training). These one-day programs provide in-depth instruction, practical exercises and real-world case studies that introduce students to the principles, concepts & techniques of the Hiring Intelligence™ methodology. The course materials include a student workbook and reference guide, in hard copy and CD-ROM. In addition to the standard training materials, each student receives The Manager's Toolkit™, an MS Access (for Windows 95/98 & NT platforms) database that contains over 500 interview questions, pre-defined interview scripts and guidelines for conducting focused & insightful competency based interviews. The Manager's Toolkit provides a software application on your computer desktop that offers ready assistance in assessing your critical job candidates.

Recruiting Process Management Skills

Skill Improvement Desired: To understand the principles of successful recruiting and the mechanics of the search process.
Who Should Attend: Executives and managers with direct or indirect responsibility for managing the recruiting function or those interested in improving its outcome.
What’s Offered: Think of this as a survey course in recruiting. This half-day program is designed to help you better understand the principles of successful recruiting practices and, as a leader, how to create an environment that produces world-class results. The "Ten Principles of World-Class Recruiting" teaches the high-level essentials of our Hiring Intelligence™ methodology, as well as, lessons learned and research from the world of recruiting and enables executives to assess the value of using a structured approach to recruiting. We also offer this course in conjunction with one of our recruiting partners Strategic Software Resources.

Hiring Decision Support Tools, InSITE

One aspect of our mission is to help you develop a keen eye for talent. Unfortunately, there are no foolproof litmus tests for identifying individual talent. Some people believe that sizing up a person's capability is an art in which only a few are gifted and practice well. We believe it is a combination of art & science and requires skill that can be learned and improved through constant practice.

Our Hiring Decision Support Tools are designed to help you when you need to:
> Select the right candidate to hire
> Select the right person to promote
> Assess the skills & capabilities of your current team
> Set priorities for training & development of your current team
> Develop individual development & management strategies

Just as Business Intelligence systems are designed to provide managers with critical performance indicators and financial or operational data to aid them in making strategic and day-to-day decisions, we provide information to aid you in the hiring decision.

Our Hiring Decision Support Services are designed to become an integral part of your interviewing and evaluation process. Based on our assessment instruments – the InSITE (In-Depth Sales Interview & Trait Evaluation) and 360° Surveys - these services facilitate your assessment of a candidate before you make the critical decision to hire or promote, serve as an aid to the manager looking to coach their sales team to peak performance, or help a poor performer improve.

The In-SITE (In-Depth Sales Interview & Trait Evaluation) is a comprehensive, structured competency-based interview conducted over the telephone that assesses the candidate's suitability for a position by evaluating their Motivations & Drives, Position-Specific and Self-Management Skills. These competencies are based on a pre-determined profile and crafted specifically to meet the needs of your company. The report you receive contains quantitative data as well as a detailed qualitative assessment of the candidate's positive attributes and "red flags," with specific recommendations to ensure a thorough evaluation before you decide to hire. If you decide to hire the individual, we will follow-up with the hiring manager at the 90 and 180 day marks. We then provide a MAP (Manager’s Action Plan)that focuses on specific actions that can be taken to leverage the person's strengths, eliminate or compensate for their weaknesses, and manage them to high levels of performance.

The 360° Survey is designed to assess individual skill as compared to “best practices” models and deliver both group and individual level assessments. The survey can be deployed using paper & pencil forms or, more typically, on a web-based platform that provides easier access and automated delivery capability that accommodates large, diverse and virtual organizations.

Process Consulting

Perhaps you already have a recruiting operation but need to optimize its performance. Or you might be a high-tech start-up looking to grow your company and build both your sales force and a competitive recruiting department. Or maybe you're looking to outpace your competition by adopting the best possible recruiting practices.

Whether you need minor adjustments or major process improvements, we can assist you through the application of our Hiring Intelligence™ model.

Our expertise includes:
  > benchmarking your top performers and creating a Hiring Model.
  > developing a comprehensive Sourcing Plan designed to get more and better qualified candidates.
  > devising a Sourcing Strategy intended to build "brand identity" and attract the best talent available.
  > performing Capacity Planning to identify the ideal size of your recruiting organization to support your growth plans and achieve high quality hires.
  > developing your hiring team's skills as interviewers and evaluators of quality prospects.
  > negotiating appropriate, competitive offers.
  > coaching and developing your new hires for maximum performance.
  > evaluating current "problem" staff and determining/developing their potential.

In every phase of the recruiting cycle, we can assist you in finding points of leverage, improving process performance, or implementing new techniques.

Please visit our "Orders" or "Contact Us" page to get more information on our services.

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