Talent + Cultural Fit = Success.

Find and hire the right people that fit your organization.

Hiring and retaining—not just talented people, but the right talented people—consistently ranks in the top concerns of CEOs.

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maTch Process

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Assume the Proper Mind-Set - Hiring great people is incredibly difficult, but nothing impacts your company more than having the right people on your team. Be prepared for a systematic (but sane) process for hiring the right person every time. It won’t be easy, but the rewards are huge.
Begin with the Mission - Clarify what your company does and how it does it. Attract talent by clearly defining the impact of the organization and how employees live out that mission.
Assemble the Hiring Team - Define the roles that each member of the hiring team will be responsible for while moving through the MATCH process. Ideally, the battle charge should be sounded by the leaders of the organization.
Clarify the Corporate Culture - Never forget that a great hire is 75% culture and 25% skills. After all, you can teach skills, but you cannot teach culture. Work to understand your culture and then to find candidates that fit your organization vs. hiring people with the right skills with the hope of teaching them to fit in.
Create the Organization chart - Organizational charts help you and your talent pool to quickly understand the position in an organization – defining the role in a straightforward way.
Compile a Job Overview - Writing an excellent job overview is a difficult, time consuming task, but the return is immense. This becomes the key document in your recruiting strategy, as well as your evaluative tool both before and after the hire.
Complete the Competency Profile - The job overview is augmented by a prioritized competency profiling, allowing you to hone in on key behavioral traits.
Structure the Recruiting Plan – Before you post a single ad, make a single recruiting call, or invest a penny into a social media plan, make sure that you have spelled out each team member’s role in the recruiting / hiring and retention plan.
Conduct the Phone Screen - A well planned phone screen can narrow your candidate pool by more than 50%. Prepare the hiring team with well thought out behavioral questions aligned to culture, skills and competencies.
Conduct the Face-to Face Interview – A thorough behavioral interview will cover culture, skills, and competencies; allowing the hiring team to compare apples to apples across the talent pool. In a MATCH interview, the candidate should talk 90% of the time.
Check References - The scripted MATCH reference check is behavioral and correlates to the touchpoints in the face-to-face interview.
Perform Background checks – Cross all the t’s and dot all the i’s. Take advantage of your ability to quickly and inexpensively access information regarding your potential new hire.
Make the Decision – If done correctly, the MATCH process will produce a small pool of qualified candidates, and a great deal of data. Time to sit down and carefully evaluate the candidate pool. Working towards a logical hiring decision.
Extend the Offer – The offer should be presented as more than a base salary. The complete package should be shared and an all-encompassing presentation should be carefully outlined.
Receive the Acceptance – Accept that a new job is a highly stressful event. Provide multiple touch-points during the acceptance process.
Perform Onboarding – Ensure a successful transition by preparing an onboarding process. Make the new member of the team feel welcome as they begin their new role.
Retain the Employee – You have worked hard to recruit and hire a new member of your team. Take the necessary steps to ensure that you also have a retention plan in place.
Test the ROI – Without ever treating your team members as a number, it is critical to test the ROI of the hire. Are they acting to bring value to the organization through the completion of the objectives outlined at the start of the MATCH process? Why or why not?
Make the Process Stick – It is now time to evaluate the MATCH process like a scientist. Engage the new hire and the hiring team in a debrief session to evaluate the effectiveness of the hiring process.
Foster a Culture of Effective Hiring – The effective business leader strives to make effective hiring an organizational habit. They do this by making the effort to hire superstars part of the fabric of the company.

Dan Erling