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.

Capacity-based Hiring Process

The capacity-based hiring process consists of the following steps:


  1. Review or develop job requirements or bona fide occupational qualifications for the position.
  2. Develop structured interview questions related to the job requirements or qualifications.
  3. Determine the assessment cut off scores needed to meet BOQ's.
  4. Screen the applicant pool using the HIP Assessment.
  5. Conduct structured interviews and rank candidates.
  6. Verify resumes and interview discussions through reference and background checks.
  7. Make offer to preferred candidate.

Reference Checks

Background Checks