Peak Focus Optimized Talent Acquisition and Development

Optimized Talent
Acquisition
and Development

8 Critical Steps to
Building Your Essential Team

Peak Focus LLC © 2011 • All rights reserved.
Unauthorized duplication in whole or in part without permission is prohibited.

Define
E x p e r i e n c e a n d Te c h n o l o g y
1
A t W o r k F o r Yo u . . .
8 C r i t i c a l S t e p s F o r C o n n e c t i n g Yo u r

Attract B u s i n e s s t o t h e R e s o u r c e s Yo u N e e d

2 Systems are put in place to ensure a predictable
outcome. No one makes up the manufacturing process
for a widget every time they make a new one. So, why
should finding and developing the right talent - the ideal
Filter addition to your team to help you reach your goals - be any
different?
3
A well defined process, the right tools and deep
experience to back it all up are critical for getting it
right the first time. Not only do we have the right tools,
Refine we have deep experience in helping companies just like
yours prepare a plan and ultimately enjoy full confidence in
4 your new hire, further development of their skills and, in the
end, their continued
contribution to your
success.
Interview 1 Why settle for
5 a preconceived
notion of your
needs when they’re
as unique as the

Interview 2 candidate you’re
seeking?

6 Because we believe
in building sustainable
business systems, using our 8-step process described, we’ll
coach you through developing your own unique, repeatable
Recruit talent acquisition and development system. Working as
part of your team, we’ll help you learn to confidently use the
7 tools and refine your processes.

When you’re ready to fly solo, we’ll train your selected team
members to fully use your own Harrison Assessment (HA)
Develop tools as part of your acquisition and development system.
No worries - we’re always close by should questions or new
8 challenges arise.

Let’s take a closer look at each of these critical steps.


Define
Why so
important?
Successful hiring
starts with a well
defined need and a
complete (detailed)
description of the
perfect person to
solve the need.
Success: Complete description of the “ideal
Without a well candidate” for the position.
defined job
description (including
all the core pieces Creation of a job description, job, a description of the overall
listed), there is no including: purpose of the job and main
way to efficiently • eligibility (can they do the job), tasks required to do the job well.
attract or filter • suitability requirements (will Special circumstances related to
applicants - resulting they do the job), working conditions should also
in a waste of time, • weighting of those factors. be articulated, including expected
effort, dollars and travel and telecommuting
possible harm to the Eligibility factors include possibilities or requirements.
business reputation professional and technical
and brand. experience, size of prior And, it must take into
companies for which the consideration your company’s
candidate has worked. DNA - your internal culture, how
you work, the level of quality and
Suitability factors include professionalism you expect.
motivation, team skills,
communication styles, problem
solving and analytics.

A well crafted job description will
fully describe what is expected
of the “ideal candidate”. It should
also include location of the

Attract
Why so
important?
The ability to attract
the best possible
candidates requires
connecting with
them on a variety
of levels. Knowing
(and describing well)
what you have to
Success: Attract the best quality applicants
offer which would in the shortest time frame and at the least cost
appeal to them is
paramount. Knowing
(dollars and effort).
where and how to Some positions are best filled by to hire from the “employed and
make the connection referral basis, while others do not producing” population. This plan
is also critical. This is require that level of individualized must include adequate resources
especially true if the attention. and a well defined process.
campaign is “open to
the public”. Some positions require very Careful consideration must be
specific skills or qualities, and given to getting others to “tell your
Over 85% of therefore are more difficult to find story” but only after articulating
“knowledge worker” (not the general population, but a the exact story you’re asking them
positions are filled specific sub-group). to tell on your behalf.
(directly or indirectly)
by word of mouth. Key descriptors which will help
efficiently identify the best
Who will actively tell channels (markets, professions,
your story? schools) through which candidates
will be reached must be pulled
What story are you from the previously developed job
asking them to description.
share?
A well planned marketing and
attraction campaign must be
established, especially if trying

Filter
Why so
important?
Especially
important for “open”
campaigns, use
of the Harrison
Assessment system
effectively removes
the complexity of
filtering “by hand”
Success: Efficient and cost effective filtering,
and greatly reduces first on eligibility and then on suitability to
the administrative
overhead of sorting
create a short list.
and selecting Whether hiring one person or a acceptable minimum match
resumes by hand. large new team, effective filtering correlation (the % match).
based on minimum eligibility
The automatic requirements is essential. Depending upon the level of
filtering is only as position and the ability to attract
good as the original Use of a Harrison Assessment the best candidates, the cut off
filtering decisions (HA) campaign allows complete is generally in the 80% or higher
(factors, definitions, customization and weighting of range for most campaigns.
questions and eligibility factors based on the
weighting of factors). prior established “ideal” candidate.
Automatic filtering with the online
Eligibility Questionnaire is the
most cost efficient and unbiased
(objective) way to create a short
list of those who have the right
hard skills.

Assuming the eligibility factors
were well chosen, defined and
properly weighted, the only
remaining decision is the


Refine
Why so
important?
This refinement step
is important for two
reasons:
• to make the most
of the interview
team’s time, and
• keep the costs
down while
Success: Selection of the short list of
increasing the finalists.
probability of
making a great
hire the first time. The phrase “hire for eligibility, Regardless of method chosen,
fire for lack of suitability” is the remaining candidates need
The decision to applicable at this juncture. With to be invited to complete the HA
invite one at a eligibility established, the next Suitability Questionnaire online.
time (manually) or step is to determine suitability of
have the Harrison the remaining candidates. Once again, a minimum percent
Assessment system correlation (score) must be
do it automatically Once the minimum match score established - this time taking
is generally based is established, creating the short into consideration the weighted
on bandwidth and list is accomplished by one of two combination of eligibility and
budget. methods: suitability scores. Any candidates
1) a complete individualized scoring at or above that threshold
review of the candidates should be considered for an
remaining and individually interview. Their reports should be
created requests to complete the generated and fully reviewed. In
suitability portion of the HA, the HA system, this includes a
<OR> Job Success Formula (JSF) score
2) automatic HA system and full JSF report, individualized
invitations are created and sent “Interview Guide” and “How to
to candidates scoring at or Attract” report.
above the minimum match score
(threshold).

Interview 1
Why so
important?
Whether done in
person, via phone
or video chat, a
structured interview
process must be
followed to uncover
any potential issues
or outstanding
Success: Using a structured interview, cull
questions with the candidates to generate the short list.
short list candidates.

Utilizing the Harrison The pool should be cut by at Regardless of the actual
Assessment tools least 50% and as much as 80% remaining number in the pool,
provided (interview depending upon the number on it’s imperative that those kept
guide, how to attract the short list and the quality of on the short list are people you
report), the interview the candidates based on the would seriously consider hiring.
must be focused, and interview. Passing someone along with any
consistent across uncertainty is likely only going to
candidates. If the campaign is designed to waste resources.
find one new employee, ideally
a pool of at least 5-7 remaining
candidates is preferred.

If the campaign is designed to
identify more than one new hire,
a larger pool is usually desired -
following similar guidelines of 5-7
candidates per opening where
possible.

For higher level positions, a first
cut short list might be as few as 3
people.

Interview 2
Why so
important?
This is your team’s
last chance to
effectively determine
the best fit for your
particular open
position.

Not unlike the
Success: Selection of the top candidate to
first interview, to make an offer.
be effective, a
structured interview
process must be Depending upon the level of the pitfall you can avoid with proper
followed. The added position and other factors, this planning and execution of that
complexity is that interview is preferably a face- plan.
of the roles each to-face event involving a team
interviewer will interview approach. It can be The end result is to identify the
play and for what done via video chat if in-person is one best candidate and at least
information they are not practical, but should still be a one back up choice in the event
responsible. Ad hoc team interview. the first choice elects to not
is disappointment accept your offer.
waiting to happen. All reports and interview notes
should be shared with all other
members of the interview
team and carefully reviewed in
advance.

Roles (for the team interview)
should be well defined and
questions prepared and refined in
advance. Any confusion or lack of
coordination at this stage may be
taken as a warning sign by your
top candidate - an unfortunate

Recruit
Why so
important?
Especially if
recruiting from a pool
of actively employed
people, helping ideal
candidates quickly
recognize why they
should join your
company is a must.
Success: Completed recruitment of the
candidate, and on terms which meet the needs
Highly sought after
candidates have little
of the company and the new recruit.
time and no patience Creating a complete recruitment Finding the core motivating
for anything less package is essential. To efficiently factors for your candidate can
than straightforward answer anticipated questions help you craft the perfect package
information. Give it to about the opportunity, a single for them - and for you. No need
them. page outlining vital information is for additional testing. Simply look
key. no further than the HA Traits
report and the Paradox report
A brief of the company, the to find those keys. And, utilizing
position, the benefits (hard and the How to Attract report will
soft, i.e., health benefits, flexible help your entire team know how
work hours) are important items to to best engage this “must have”
cover. candidate. Priceless information
at your fingertips.
Don’t forget to include why a top
caliber person would want to join
your team. The best in their field
want to join a team of winners, to
know they’ll be appreciated and
encouraged to grow by agreeing
to come aboard.


Develop
Why so
important?
Professional training
and development
is the most solid
path for developing
deep loyalty and full
participation by any
employee.
Success: Sustained development of the new
The opportunity to employee.
learn, to become
better and to self-
direct is essential to Once on board, this new hire is opportunity to not only use it, but
retain top talent. essential for your future growth also to share it with their fellow
and success. Human capital teammates.
development is a must. Obviously
this happens over a period of Outside help for development of
time. Ideally it would continue as your team is often essential for
long as the person works with critical positions directly related to
your company. your competitive advantage. This
is especially the case for your
McKinsey issued a report in 1997, leadership and sales teams.
“The War for Talent,” in which
they detailed the critical nature of Especially in today’s climate,
professional development of top making the investment in
talent as a competitive advantage. your human capital should be
A decade-plus later, this is more considered equally (if not more
applicable than ever before. so) important as investment in
infrastructure or physical assets.
If an employee enjoys teaching
(their HA Traits report will give you
plenty of insight), as they become
fully proficient with a particular
skill or talent, give them an

Next Steps
Why so
important?
We recognize:
• the critical
nature of adding
the right person
to your team,
• the need to get
it right the first
time - that hiring
Success: Finding, hiring and developing
mistakes are your ultimate team.
painful,
• the need to
Finding, hiring and developing using those tools. That’s why we
guard fiscal
your ultimate team shouldn’t developed this 8-step framework -
capital while
just be a dream. It can be your to help companies of all sizes and
developing your
reality, and we look forward to stages, from start-ups to centuries
human capital,
helping you build your dream old family-owned organizations,
and
team. build and develop their executive
• the need for
and sales teams in the most
speed and
The Peak Focus team members efficient and intelligent way.
function, but not
are not only experts with the
at the sacrifice of
Harrison Assessment system, The perfect team member is just
the nuances of
collectively we’ve built and a few steps away. You really can
your company’s
developed a variety of executive get it right the first time - time and
unique culture
and sales teams, across again. We’ll show you how.
and path to
industries - for companies we
success.
personally owned and those with
whom we simply had the pleasure
of working.

We’re all about optimized
performance! We believe in
using the best tool for the job,
and having experienced hands


About Peak Focus LLC
PEOPLE. PERFORMANCE. PROFITABILITY.

Peak Focus gives you the tools to grow, develop and strengthen your team. With a
mix of resources that we’ve created ourselves, as well as several powerful tools we’ve
carefully assessed and believe in, we combine our passion and experience to guide
companies and individuals toward optimized performance. Select your team members
with confidence, help your key players develop their soft skills, and learn how to
coach your entire team more effectively by engaging the experts at Peak Focus.

For more information and access to free resources, please visit our website at www.
peakfocuscoach.com

For more information, tools and resources, visit
www.peakfocuscoach.com or contact us directly:

Peak Focus LLC
1579F Monroe Drive
Suite 517
Atlanta, Georgia 30324

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