waste the hiring authority's time screening and interviewing unqualified candidates. Instead, the hiring authority concentrates on identifying their job requirements and choosing the qualified candidate that best meets their needs. This eliminates hiring errors and reduces employee turnover.
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Although the model may appear time-consuming, it is significantly more efficient and cost effective than the old perception-based model. It does not
The harsh reality is a relatively small number of applicants have the capacity to compete in the complex knowledge economy. The hiring process for the knowledge economy needs to look beyond customary qualifications and measure an applicant's capacity to do a complex job. Adage's capacity-based hiring process predicts future job performance based on specific job requirements. This is a radical change from the perception-based hiring model.
The new hiring model is best visualized as a funnel with each step in the hiring process filtering out unqualified applicants. This filtering process allows the hiring authority to concentrate on their areas of expertise around job skills and experience; knowing any of the candidates they interview have the capacity to do the job.
The capacity-based hiring process consists of the following steps: