Hiring the right talent in 3 steps
1.
Fill in surveys
A quick assessment to understand your candidate based on organisation needs, candidate’s profile and referral.
2.
Understand your candidate through report
Gain full clarity about your candidates’ motivation, purpose, leadership fit and skills fit based on CORE-MODEL.
3.
Have a consultancy space with us.
A one-on-one consultancy space to pinpoint potential and risks of candidates before interview assessment.
Why CORE-RECRUITMENT?
Identify exact gap to bridge for candidates based on previous leaders’ input and candidate’s input
The key things we look into in defining a right candidate fit is never about getting the ideal fit, but in identifying the potential and risks of recruiting a talent. We obtain previous leader’s inout as well as candidate’s input to map to organisation’s needs. This would allow hiring managers and HR to pinpoint exact challenges during interview than to assess a candidate without a direction.
Yes, we want to know who you are recruiting not just based on what they have achieved, but the potentials in them. For example, knowing exact skill level and potential of a candidate would allow the company to know ahead the investment needed in developing the talent to fit into the role. These insights would serve as decision making factors to recruit a talent upon reaching the final interview assessment.
Assess potentials of candidates based on their personality, skills and strengths.
Identify candidates’ fit to the leadership style and team dynamic.
A good talent that connects to the organisation culture, purpose and vision will strive beyond their skills and competency to help an organisation to grow. We see this as one of the most important insights that would impact the retention and turnover rate of talents within an organisation. The assessment identifies fit of candidate to the leader’s leadership style, as well as the organisation culture. This is where we evaluate the ‘ Happiness ‘ fit of the candidate with the organisation.
Why CORE-RECRUITMENT?
Identify exact gap to bridge for candidates based on previous leaders’ input and candidate’s input.
The key things we look into in defining a right candidate fit is never about getting the ideal fit, but in identifying the potential and risks of recruiting a talent. We obtain previous leader’s inout as well as candidate’s input to map to organisation’s needs. This would allow hiring managers and HR to pinpoint exact challenges during interview than to assess a candidate without a direction.
Yes, we want to know who you are recruiting not just based on what they have achieved, but the potentials in them. For example, knowing exact skill level and potential of a candidate would allow the company to know ahead the investment needed in developing the talent to fit into the role. These insights would serve as decision making factors to recruit a talent upon reaching the final interview assessment.
Assess potentials of candidates based on their personality, skills and strengths.
Identify candidates’ fit to the leadership style and team dynamic.
A good talent that connects to the organisation culture, purpose and vision will strive beyond their skills and competency to help an organisation to grow. We see this as one of the most important insights that would impact the retention and turnover rate of talents within an organisation. The assessment identifies fit of candidate to the leader’s leadership style, as well as the organisation culture. This is where we evaluate the ‘ Happiness ‘ fit of the candidate with the organisation.
What to expect?
- CORE-RECRUITMENT full report ( Click here for sample report )
A full report generated from assessment based on HR, Hiring Managaers and Candidates’ input.
- A one-to-one consultancy space for your report
An exclusive one-to-one session with our team to discuss and get debrief on your report. You can leverage on our expertise and experience to get a neutral and constructive perspective on how you can assess the candidates.
Food for Thought
Stories of how Happiness is connected to Performance at workplace.
Investing in people can transform people from being a victim of digitalization to playing an active role in driving positive change to the workforce.
Investing in people can transform people from being a victim of digitalization to
Development Optimiser – Partnership between Ezyspark and CORE-MUNITY
Development Optimiser - Partnership between Ezyspark and CORE-MUNITY CORE-MUNITY has recently
Choosing my boss : as important as choosing my career
Choosing my boss : as important as choosing my career We
Contact us
Leave your email if you’d like us to message you when we have more exciting initiatives coming. You can, of course, unsubscribe any time and we won’t share this info with anyone.