| Selection Plus™: Industrial-Strength Selection System Customized to the Unique Needs of Your Company | ||
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Efficiently Converting Human Effort into Revenue The primary purpose of business is to produce a product, service, or experience that contributes to the lives of its customers, while simultaneously providing people with jobs where they can make their best contribution. To do this, a successful business sets a strategy and then develops business processes to support that strategy. Good business process boils down to a set of tasks that must be successfully and repetitively performed. |
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| Most progressive businesses are proficient at developing strategy and aligning that strategy with business processes that, if done correctly, will result in successful outcomes. The hard part is efficiently aligning the business process with the effort of the employees performing those tasks so that there is an efficient conversion of their effort into the most common measuring stick in business—revenue1. | ||
| The practice of business, as it has to do with people, can be boiled down to how efficiently an organization is able to convert human effort into revenue. Businesses have avoided using rigorous process improvement techniques for their people because employees are difficult to quantify, metric, and align with efficient business processes. In addition, the process of measuring human performance can feel cruel and even dehumanizing to those involved in the process. Due to these drawbacks, many business leaders have chosen not to open this Pandora’s Box. | ||
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Tidemark has developed a revolutionary selection technology that allows any business to successfully align their unique business processes with the unique capacities of the employees who are performing the tasks that make up each process. This alignment can be easily documented, measured, benchmarked, and improved over time to significantly increase the return on investment a company gets from the money they spend on payroll. Equally important, the selection processes also insures that employees are performing tasks and contributing to business process in a way that they feel engaged and energized by their work. 1This model was adapted from research done by the Human Resource Institute (HRI) at the University of Tampa. For more information concerning this topic and more than 150 other HR issues they track and research, visit HRI on the web at http://www.hrinstitute.info |
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| How Can Selection Plus™ Help Your Company? | ||
| Tidemark provides companies with a turnkey talent supply management system that is based upon statistically validated techniques that are customized to the specific needs of your organization. More than a decade in the making, the Tidemark selection system is made up of the following three elements: | ||
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Competence
Competence is the “can do” in the hiring equation. Does the individual have the appropriate knowledge, intelligence and dexterity to perform the job? Although important, competence should never be the most critical measure in applicant selection and placement. People are notoriously competent in many domains where they have no compulsion or drive to perform.
Tidemark can help attract a large group of candidates by widening the aperture of the candidates normally considered to include people who may not appear to possess the highest level of proven competence, but who are “wired” to perform the tasks you will be asking them to perform.
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Capacity
Capacity is the “will do” in the hiring equation. Measuring core capacities allows a hiring manager to reliably predict an individual’s drive to perform certain tasks quickly, efficiently, and consistently. Many recruiters call this the “juice” for the job, and it is very difficult to detect using traditional hiring techniques such as an interview.
Tidemark can help your company quickly and reliably map a candidate’s core capacities to the unique set of tasks you will ask them to perform as part of your company’s unique business processes. The Core Value Index™ (CVI) is the only professionally developed selection instrument that has been validated to reliably map the “core capacities” of a person. Most assessments in this class measure “surface traits” that can be easily manipulated by a job candidate for a desired result. Measuring surface traits is not a reliable way to predict performance.
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Character
Strength of character is the final component in the hiring equation. Some candidates can and will do a job, but they are addicted to short-cuts, dishonesty, manipulation, and other strategies that characterize a lack of integrity. Often by the time a person is old enough to get a job, character problems are deeply engrained in a way a candidate performs tasks and interacts with those around them. This significantly hinders a person’s ability to contribute to the organization in a productive way.
Tidemark can help you implement applicant and reference interview techniques designed to uncover an individual’s pattern of self-awareness and integrity. Integrity problems are rarely a one-time event, but most commonly produce a trail of broken and strained relationships. Knowing what and how to ask references for this delicate information is the key to getting them to reveal it.
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| Documented in a 10-year longitudinal performance study, our techniques have been proven to increase the quality of the new hires by 15% to 30% in the first year. It has been proven to be effective across 19 different industries and more than 35 different types of job positions. | ||
| How Does the Selection Plus™ System Work? | ||
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Additional
Selection System Training / Outsourcing (Optional)
Giving candidates an easy and efficient way to engage the organization and testing for “core capacities” will increase the quality of the hire significantly. However, these efforts must be supported by good overall human resources tools and practices. Some organizations have well-developed systems and others do not.
Tidemark has a wide range of partners to handle such issues as background checks, competency testing, character evaluations, interview systems/methodology, performance review software, succession planning, etc. These services can be included in the selection system on an as-needed basis.
How is the Selection Plus™ Implemented?
Selection Plus™ can scale to meet a company’s needs. Some organizations start with a pilot program to prove out results and then later expand to encompass the whole organization. Implementation generally follows this path: |
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Pricing is Simple
Selection Plus™ is priced on a subscription and per hire basis. There is a subscription fee charged for the use of HiringCenter™ and the Top Performer Profile. Once Selection Plus™ is launched; your company receives unlimited number of CVI assessments and HiringCenter™ applications. A per hire fee is paid once a successful hire is made. If the new employee does not work out for any reason in the first 90 days, we offer a “Re-hire for Free” guarantee. Prices vary depending on the application, volume of hires, and other factors. Please contact a Tidemark Representative to receive a free 30-minute needs assessment consultation. Call 1.888.880.8433 or Email info@tidemarkprofiles.com Free Download: Hiring for Talent: How Organizations Select Employees for Talent to Defeat the 80:20 Syndrome (.pdf file 120kb)
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Your Workforce | Top Performers | Products | Services | Resources Site Map | Login | Link To Us | Contact Us Tidemark™, Hire Clearly™ and Retain Strategically™ are trademarks of Tidemark, Inc. Taylor Protocols™, Core Value Index™, CVI™, Top Performer Profile™ and Retention Profile™ are trademarks of Elliott Bay Publishing. |
