Consulting Services

When trying to fill a position, it is often difficult and time consuming to find applicants qualified for the job. Interviews and resume screening are not effective. The HIP Assessment is used in conjunction with well-crafted job requirements to screen applicants for complex, knowledge position. Only applicants with bona fide occupational qualifications are evaluated by the hiring authority. Consequently, the organization realizes significant cost savings and a reduction in hiring errors.

Adage offers a service where we screen candidates for a specific job and identify qualified candidates based on specific job requirements.

Every day organizations are bombarded by resumes from web sites, recruiters, and employee referrals. How do you make sure you don't let the "right" applicant get away? The HIP Assessment identifies High Impact Players. These individuals have the ability to make a significant and immediate impact on the organization and with the current economic down turn, may apply to your organization.

Adage offers a service where we screen candidates independent of a specific job or position to find candidates worth interviewing and finding or creating positions. This is true talent management based on applicants with the capacity for sustained success.

Organizations often have openings, but they have difficulty defining the requirements and expectations for the job. Without a clear definition it is difficult (if not impossible) to attract top candidates or to recognize them if they apply. Both hiring errors and turnover are directly tied to the organization's ability to define clearly the requirements of the job.

Adage offers a service where we assist in clearly defining both the job requirements and the less tangible manager expectations. A clear job definition is essential for effective pre-employment screening and structured interviewing.

Interviews are ineffective in predicting job performance; however, they remain a staple of the hiring process. A hiring authority is not going to make a job offer without talking to a candidate. By structuring an interview around specific job requirements and using consistent job-related questions for all candidates, an organization increases the effectiveness and objectivity of the interview.

Adage offers a service where we train managers to develop pertinent, structured interview questions for a specific job. In addition, through role playing the manager can become better and more comfortable with interviewing. The result is a more effective hiring process.

Reference checking verifies the results of the HIP Assessment and structured interviews. It ensures the results are consistent with other people's experience with the candidate. This adds objectivity to the process and is the last check before making a job offer.

Reference checks need to be conducted by trained resources that are able to get beyond the standard answers that most references supply. In addition,
the check needs to expand to people beyond those supplied by the candidate.

Adage offers a service where we contact the provided references and expand the checks to other informal "references" obtained from the official references, our networks, and networks within your organization.

Organizations often have difficulty identifying why they are not meeting their objectives. One possible reason is that their current staff does not have sufficient capacity for the roles they are asked to fill. In many organizations, 80% of the work is done by 25-30% of the people. The High Impact Player Assessment ® can be used to identify where team members lack sufficient capacity to be successful in their current positions. This information can be used to make changes in team responsibilities and for creating development plans to increase the capacity of team members.

Adage offers a service where we review the key positions in your organization or team and then evaluate the capacity of the individuals currently in the positions using the HIP Assessment. Based on the results of the assessment, development and coaching plans are created to assist team members to increase their capacity.

Turnover is costly whether it is the consequence of hiring the wrong candidate and having to remove them from the position, or having a first-class employee resign. There are many causes for turnover with the most common being poor hiring decisions.

Adage offers a service where we review your organization's turnover statistics, review or conduct exit interviews, interview managers, and develop a strategy and a plan for lowering turnover at an organizational or departmental level.