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TMG Recruiters are Certified in Performance-Based Hiring (PBH). PBH is a process that helps us as recruiters to really zero in on those aspects of the job that truly define the right candidate. As a system PBH focuses on defining success through performance objectives. During our Client Meeting we will work with you to develop the Performance Profile Document which will then guide us through some of the process of finding the best Accounting and Finance Professionals available.
A lead Recruiter, HR Associate, and a Team Coordinator will work with you and your hiring managers as a Team. While you concentrate on recruiting for customer facing, or operations driven positions we will execute a comprehensive plan to source, recruit and hire your next Accounting Superstar! |
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call 305.469.8949 | email: info@tmgrecruit.com |
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© Copyright 2009 JLS Group, LLC Performance-Based Hiring is a registered trademark of The Adler Group |
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Performance-Based Hiring℠ Process |
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STEP 1 - CLIENT MEETING
Performance Based Hiring℠ - Performance Profile Document
1. Define Success using S.M.A.R.T.e.¹ 2. Review Client Imperatives 3. Put 1 and 2 together to create a Performance Profile Document
¹S.M.A.R.T.e – Specific, Measurable, Action Oriented, Results-Defined, Time-Bound, environment |
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STEP 2 - SOURCING
Performance Based Hiring℠ - Employee Value Proposition and Talent Pool
1. Review TMG’s list of “A” Candidates along with internal and online databases 2. Leverage Client Branding (logo art, taglines, etc.) to accelerate brand as Preferred Employer in the job market 3. Put and 1 and 2 together to create an EE Value Proposition and Pool of Talent and Referral Sources |
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STEP 3 - INTERVIEWS
Performance Based Hiring℠ - Short List (Capacity and Desire)
1. Align Candidates with PPD “anchoring” experience to requirements 2. Testing - Skills and Work Style as appropriate for the position; Analyzed References and Background Checks. 3. Put and 1 and 2 together to create a Short List of Candidates that can DO the job our client needs done. |
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STEP 4 - CANDIDATE PACKAGE PRESENTATIONS
Performance Based Hiring℠ - Finalist Interviews, Offer Letters
1. Assemble Candidate Packages for Presentation to Client and conduct debriefing session as appropriate 2. Facilitate Interviews, Provide Assessment Tools, Debrief with client, recruit and close strongest candidate 3. Craft Offer Letter and use PPD to facilitate “on Boarding” of new Employee |
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Client Meeting - We try to keep it short, effective and productive. Our goal is to develop a tool that we call the Performance Profile Document (PPD). Armed with this PPD we are able to quickly zero in on truly qualified candidates and avoid talking to candidates that have titles and degrees but no truly relevant experience to the job we have now very clearly outlined.
Performance Profile Document - This is our first DELIVERABLE. The PPD is a detailed summary and outline of the performance objectives that the successful candidate will need to complete in order to be considered successful in the job, the culture and the overall strategy of the organization. It differs from a job description that tends to describe broad job duties and credential requirements without the actual scope of the job being considered. For Example:
Traditional Job Description - Charged with Treasury functions for the entire enterprise.
PPD - Must manage cash needs of 6 related entities by taking a “hands on” approach to collections and payments . Cash position reports are expected to include 13 week forecast along with risk analysis, vendor and customer analysis and comments from Directors of Purchasing and Sales.
Sourcing - TMG Recruiters have ongoing networking disciplines that keep us in touch with the market, its drivers and the TOP TALENT available. We call this our “A” List of Accounting and Finance Pros. We find that often the best source of “A” talent is…”A” Talent.
Employee Value Proposition - Even in the worst economies the best talent is in demand and has options in the job market. With an EE Value Proposition we are able to market our job more effectively as a Career Move and not just another job. When we do use Job Boards we like to use our client’s branding to accelerate their recognition as a Preferred Employer in the Market.
Candidate Interviews - Our interviews are comprehensive and since we share the task amongst our Search Team we are able to get much of this done very quickly while not sacrificing quality. Our HR Associate is tasked not only with the preliminary “behavioral” interviews but also with monitoring and maintaining Process Quality Control. Since we are also guided by the PPD we able to move very quickly in identifying highly qualified candidates.
Short List (Capacity and Desire) - During our interviews and testing we are always on the lookout for the candidate that may have the capacity but not the will or desire to do the job. This person never gets to the next level because they don't want to. If we can help it...you’ll never meet this person. |
