Paramount Potentials helps Human Resource partners hire the best candidates for the job in several ways. We are experts on how to make your selection process more efficient, effective, and cost prohibitive.
We couldn’t be more passionate about matching the candidate to your culture, the team, and the job. It’s a science we take very seriously by making sure your process, assessments, recruiting practices, interviewing techniques, and onboarding hire the best of the talent pool. By doing so, we reduce turnover and increase employee engagement and retention.
Having a trained Industrial/Organizational consultant look at the order of your recruiting process(es) helps you see the forest from the trees. A simple reordering, removal, or addition of steps to your process can expedite decisions which shortens the hiring process. Re-designing the selection process also can reduce recruiter and manager time commitments, and ultimately reduce cost.
There’s validated research to support that adding the right assessment(s) at the correct decision hurdle can increase the predictability of hiring the right candidate and exponentially reduce the accrued costs in making the wrong hiring decision. The archaic notion that using assessments may put you at risk of legal backlash or create adverse impact is simply not possible when you work with experts like us that make sure the assessments are valid, reliable, and predictive of the job.
We guide HR teams and managers on how and when to include realistic job previews in the hiring process to help candidates self-select themselves in or out of the hiring process. Painting realistic job expectations prior to or during the interview is instrumental in reducing turnover and increasing employee engagement. We also teach managers how to make interviewing more scientific through competency-based behavioral and situational interviewing techniques.
It’s surprising how many managers think onboarding stops when HR is finished with the new-hire orientation and paperwork. We know that turnover goes down and engagement goes way up when we work with HR and their managers to create an onboarding plan that takes their new hire through at minimum their first 90 days on the job. And it’s amazing how morale and employee satisfaction surveys support the value of onboarding!