STAFFING CONSULTATION
Bridge ATX Staffing Solutions
When I work with organizations, I get in and ask the questions that need to be answered in order to prepare a solution that will allow a role to be filled quickly with as little TEAM input as possible. My process helps to define very specific screening/filtering questions in order to pull out the diamonds in the rough. I then help to create interview questions that will get to the heart of the function, behavior and culture of the role.
If you are interested in hearing more about these solutions contact us today at Businesses@BridgeATX.com
Case Study #1 - One Year to Fill
I was recently talking to the CEO of a small company in Austin. He had a strategic position that he tried to start filling at the beginning of 2009. It took him three months to find the right candidate. The candidate's start date was in March of 2009. For the next three months they trained this individual on the aspects needed to fill the role. In July of 2009, this individual decided to go back to work for their former employer. This company then had to go back to the drawing board and start to fill this position again. In October of 2009, a new candidate was hired for the position. Due to the fact that the start date was so near the holiday season, this candidate did not start to become affective in their role until January of 2010. This was a full year after the need for this role was first communicated.
The dollar cost for this hiring process to start to return results was well over six figures. There is no way to calculate how much revenues were lost over the last year due to not having the individual in place quickly. Several ideas are waiting on the drawing board. The interview process for this role took away countless hours of time from the individuals at this company.
BOTTOM LINE: A bad hiring decision can cost you a lot of time and money.
Case Study #2 - Too Much Turnover
I was talking to another small business CEO in Austin. He desperately needs some sales people in order to fill some corporate initiatives. Several people who have been hired into this position in the past have left the organization within a year. Dollars are lost every single day by not having the right people in these positions.
Case Study #3 - A Focus on Culture
I was talking to another company in town who needs to hire a severe number of people in a very short period of time. However, this organization has a company culture that they are desperate to protect. Due to this, the company had started a policy where candidates would go through a 8 person interview process. If anyone in the process rejected the candidate then the candidate would not be chosen for the role. Trying to get 8 people to agree on what they want to eat for lunch is a difficult enough process. You can only imagine how much time and resources were spent trying to protect this companies culture. Hiring one candidate in this manner is bad enough, but when you have to fill multiple positions, this can become an out of control monster very quickly.
