Recruitment Redefined
Taking the guesswork out of your next hireAll Hiring Managers want High Performers
Organisations succeed or fail based on many factors, but the calibre and fit of staff is the most important. This is especially so in the services sectors where each team member is a production unit in their own right and they vary in capacity and capability – some high, some low
If I knew at time of hire what I now know, would I rehire? Industry average is 68% How do you compare?
Ability MAP knows that no matter how great a new hire seems, they can still be wrong for the role.
Traditional recruitment processes focus on the candidate, but rarely challenge the client’s view of the job role, or apply rigorous techniques to defining the competencies required for that role.
When we ask line managers (subject matter experts) what competencies lead to high performance, we find disagreement amongst them. When we assess performers and match their common competencies against those of the line managers, we again find substantial discrepancies.
The traditional recruiting blueprint has an inbuilt error factor, which is why it’s so difficult to build a group of consistently high performers.
%
Difference in output between High & Low performers
Variation in individual performance in any job is high
International research into human productivity suggests the difference between a top 1/3 and a bottom 1/3 performer is 40% of average output*
To gain a competitive advantage you need either more outstanding performers or less poor performers. The outcome is the same – higher productivity
*Schmidt and Hunter
Matching jobs and people must be objective
The large number of variables inherent in a person’s makeup, combined with the large number of variables inherent in any job role makes the task of selecting high performers extremely complicated, inconsistent and often unsuccessful.
Scientific objectivity is required for people AND for jobs
Our Work Flow
Job Profile
Ability MAP starts by scientifically mapping the behavioral competencies necessary for high performance in your unique business environment.
People Profile
Next, we map the person’s competencies. This can be done using our recommended assessment, or we can map many existing competency profiles.
Matching
Uniquely, because we measure or map the person and the job using the same competency framework, we can derive a % fit for the role.
Frequently Asked Questions
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If you would like to take the guesswork out of your next hire, we would love to help you