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What is the cost of hiring the wrong Executive?

It is relatively easy to make a mistake: whether we realize the mistake during the first 3 months of work or over time it becomes clear that the person hired has no chance of growing in the organization. The costs are, at the very least, between 6 and 12 months of the employee’s full salary.

Much has been said regarding the above. And the truth is that companies have done a lot less to avoid it than what poor candidates do to oversell themselves. Poor candidates continue to refine their ability to “sneak” into positions for which they have little or nothing to contribute, but watch out, these candidates have most of the answers to impress an unprepared interviewer.

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What is the potential cost of a poor selection?

The work environment in your company, your company’s results and even your corporate image with clients depends on your work team. Are those responsible for selection interviews in your company able to handle the cost of a mistake? … Or even further: Are they able to find and select candidates that can turn into successful hires even though they (the candidates) don´t know how to sell themselves?

The Selection Interview is a team effort for which all members of your company should be prepared. Standardizing best practices and dusting off the knowledge necessary to differentiate stars from mediocre ones should be a core issue for all executives with responsibility for personnel in their companies. Don´t you agree?

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Why don’t companies have the talent they require, in spite of paying for it?

  • Profile unrelated to the needs of the position?
  • Superficial recruitment?
  • Improvised or unsophisticated interviews?
  • Lack of standardized criteria among members of the selection committee?
  • ALL OF THE ABOVE?


“Having the right people in the right position is more important than developing a strategy”.
-Jack Welch-

Evaluation of results from 72 recent workshops

Overall satisfaction of participants at the conclusion of the workshop.

Overall rating by participants of impact on their work after three months.

Our learning model

PREPARATORY WORK

–  Self-evaluation
– Inspiring reading
– Shared learning objectives

WORKSHOP

– Sharpen perceptions
– Acquire specific techniques
– Verify understanding
– Apply in simulations and obtain feedback
– Develop an action plan to apply at work

SUBSEQUENT WORK

– Activation plan
– Feedback sessions
– Collective intelligence

Professional Recruiter


By the end of the training, attendees at this workshop will be able to effectively participate in the recruitment process.

Specifically, they will be able to:
– Understand common mistakes in recruitment and their importance with respect to the legal framework.
– Create an Ideal Candidate Profile, using our own methodology based on years of research.
– Master five essential skills to conduct an effective recruitment interview at all levels.
– Create an interview guide based on questioning techniques with a predictive validity: behavioral questions, situational questions, etc.
– Make collective and justified decisions that allow the recruiters to give effective feedback to candidates.
– Better understand innovations in the recruitment field and behavior of a new generation of candidates.

Audience: Executives, HR Professionals
Duration: Two days
Size: From six to twelve participants
Preparatory Work: Forty five minutes

Professional Manager


By the end of the training, attendees at this workshop will be able to successfully carry out several types of face-to-face conversations.

Specifically, they will be able to:
– Understand the importance of their role in the development and maintenance of high performance teams.
– Identify different management styles and understand how to adapt their style to the profile of each team member.
– Use the essential principles of effective communication and provide constructive feedback.
– Set smart, qualitative and quantitative goals, moving forward until achieving them.
– Successfully engage in frank discussions with colleagues to improve poor performance.
– Identify talents among team members

Audience: Junior to Senior Executives
Duration: Three days
Size: From six to twelve participants
Preparatory Work: Sixty minutes

Professional Learner


By the end of the training, participants will have a greater understanding of their preferred learning strategies and apply them to two individual and specific learning goals.

Specifically, they will be able to:
– Understand why learning has changed and why it is critical.
– Identify different forms of learning and understand the style that best suits them.
– Determine what they need to learn and set useful learning goals.
– Identify sources of skills development in their work environment and look for learning opportunities that are varied and practical.
– Know about four stages and five strategies that optimize the efficiency of the learning process.
– Apply the methodology to one short-term and one medium-term learning goal, aligned to their performance and professional aspirations.

Audience: All positions
Duration: One day
Size: From six to twelve participants
Preparatory Work: Thirty minutes

Professional Leader


By the end of the training, participants will be able to lead teams with their vision and values, and cope with any change process.

Specifically, they will be able to:
– Be more aware of their personal values, leadership style and potential derailers.
– Build an enhanced vision that can be shared with different target groups through narrative techniques.
– Develop organizational design skills that help build abilities aligned with company strategies.
– Identify the pitfalls of the team and learn to manage disoriented or dysfunctional teams.
– Explore how to foster a culture of performance that capitalizes on collective intelligence.

Audience: Senior management
Duration: Two days
Size: From six to nine participants
Preparatory Work: Two hours