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Frequently Asked Questions

Are there employee engagement ideas that work?

FAQs: Get answers to your questions about hiring, behavioral interviewing, choosing assessments, and KeenAlignment training and consulting services here.

What is Conscious Hiring?

Hiring Process

How Much Does it Cost?

Typically creating and rolling out a comprehensive hiring process costs less than one bad sales or management hire.

How Long Does It Take?

As with all systemic and organizational improvements, we recommend a change management strategy that pilots programs in key functional areas. These areas should be the most affected by a faulty hiring process, such as sales or service, where each faulty hire costs the company four to six times the position’s salary. A typical pilot program takes 4 weeks to create and 4 weeks to implement.

Is the Hiring Process Compliant With OFCCP and EEOC?

Our unique and validated system is validated within your own organization, which is one of the requirements for a complaint hiring process. We train your HR, Talent Acquisition and Hiring Manager team what to do, and how to do it and when to do it, as long as they follow the golden rule and the system your company is compliant.

What Is the Biggest Risk With Installing a System for Hiring?

One danger comes when a hiring manager is personally invested in a candidate and that candidate receives preferential treatment, such as bypassing the hiring process, and hiring the personal friend or referral over and above someone who is similarly or more qualified. It is important to note that once you launch the job, each and every candidate must be taken through the same process and evaluated using the same criteria, in order to be compliant. A risk in installing a system for hiring exists when the process and or metrics to select candidates is not validated with data from current or past performers. If the hiring system is built on a hypothesis, it is imperative that hires are tracked and evaluated over a specific period of time so real data is utilized to support and validate the hiring process.

Values Based Behavioral Interviewing

How Many Behavioral Interviewing Questions Are Sufficient to Ensure a Quality Hire?

We advise our clients to select the top 5-8 behavioral traits that are required in the person hired to perform effectively in the role, and to ask 2-3 narrowly focused, open-ended questions per trait.

Can a Candidate Prepare for a Behavioral Interview?

Certainly, anyone can locate information online for coaching on how to pass a behavioral interview; however the beauty of a behavioral interview is that the questions are geared toward real-life situations. Most candidates, no matter how much they prepare, are not “ready” with a script on how to answer 3-part open- ended behavioral based questions.

How Long Does It Take to Learn How to Do This Process Effectively?

The certification training is a two-day intensive workshop, with another 16 hours of on-the-job training and audit; these are woven together to create our certification program.

General Interviewing

What Should I Look Out for During an Interview?

Your job in an interview is to determine if the candidate can do the job and how long the candidate will stay in and be engaged in the job. Ultimately, it is key to ascertain how well the candidate fits into the corporate culture, and will deliver the objectives of the role in a manner congruent with your company mission, vision and values. The next aspect to evaluate is if your candidate demonstrates a real interest in the opportunity. Did they prepare? Did they read about you, your company, your products and the job before they came to the interview? Do they know why they are interviewing and are you clear they really want this opportunity? Overall, what did the candidates’ non-verbal communication indicate about their self-confidence, work style, commitment and intention? Did they look at you when they answered questions? Were they present and animated or distracted and ambivalent? Finally, did they answer your questions directly, or did they beat around the bush or cover so much ground that you’re confused with what question they actually answered?

How Much Weight Should I Give to Actual Work History Versus Fit?

It all depends on the role at hand. If your company trains and on-boards people over four weeks, and has very unique business practices, then it might make sense to hire for fit and train for skills. However, if your company offers no on-boarding, and the new hire needs to come in and hit the ground running, you may not have any other choice but to hire for skill. Keep in mind: ANY job that requires customer-facing behavior and delivery, and core business values, also requires a person with competencies geared for outward-facing activities. The problem is most of these competencies are very difficult to detect in an interview, and in most cases innate customer-facing behavior is not trainable without the presence of strong fundamental interests, competencies, values and attitudes. Most candidates are somewhat skilled enough to put their best foot forward. So, it’s your job to learn how to “look under the foot” so to speak.

Metrics

How Should I Measure My Hiring Effectiveness?

One measurement is time to hire; however time to hire misses some important criteria—whether or not those new hires deliver. Another solid measurement is hire to production. For example; out of the number of new hires, what percent achieve their performance metrics within six months of starting the job? The best companies measure this information, as it is indicative of their return on people investment.

Assessments

How Do I Choose the Right Assessment for My Company?

We highly recommend that you partner with an unbiased third party when choosing the right assessment for your company and your hiring needs. There are over 1000 assessment companies in the marketplace, and every one of them says their tool is exactly what is needed. When you work with a professional who represents several assessments, and validates them in your environment and with your people, you are empowered to choose the right assessment for the right reasons.

What Are the Top Aspects I Should Look for When Selecting an Assessment?

We recommend assessments that are endorsed for hiring purposes. Often, companies find themselves using tools meant for team building in their hiring process. Ask the following questions when evaluating an employee selection tool:

  • Does this assessment pass the 4/5-discrimination rule?
  • Has the assessment been validated, and is there documentation supporting the validation?
  • Know and understand similar use cases. What types of companies and roles has this assessment been effective in selecting and matching candidates?

Certification

How Do I Get Certified in Conscious Hiring® or Talent Strategy 3.0?

It is easy to get certified; it takes time, a willingness to learn, strong commitment to change and adopt new attitudes and behaviors, as well as a passion to be instrumental in driving these new philosophies throughout the organization. In order to breed a successful talent mindset and cultural workforce transformation, your business—at the highest level—must commit to adopting a Wealth of Talent mindset. Once your business leaders commit, learning and implementing is as easy as selecting the right pilot group with the greatest potential impact. For more information, visit our Certification page or call 1-888-484-5551.

Still have questions? We have answers. Contact us at 1-888-484-5551