Successful recruiting is both a science and an art.  Like first dates, the candidates strive to make a positive 1st impression and are trying to be EXACTLY what they think you want them to be.  Our proven process has intertwined 25 years of recruiting experience with a set of exceptional world class predictive performance tools that can “see behind the interviewing mask” and identify those who are not well suited for your SPECIFIC job and those who have the “right stuff to succeed!” 

Here's our Exceptional Candidate Recruiting Protocol
 

   Ask us about Dr. Tony's "NO DUD GUARANTEE!"  It's OK to be Skeptical.  We'll PROVE it to you.
   Contact Us for our limited time special introductory YOU CAN'T LOSE RECRUITING OFFER.  Give us
   an opportunity to work on your next recruiting project.  You'll see how our proven 5-Step Performance Matrix
   will work for you.  You really can't lose.  You'll get better results for less cost.  Let's talk about.

   Director of Recruiting
   Dr. Tony's Bus Concept 5-Step Performance Matrix
   800-496-2170 Access Code: 77
   Hawaii Direct: 808-575-5116
   recruiting-excellence@busconcept.com

It is always difficult to hit a target you cannot clearly see.  We’ll begin your recruiting project with our revolutionary Customized Performance Matrix Benchmarking process that leverages our Nobel Nominated performance science across YOUR KNOWLEDGE of what you need for a specific job. Then
we’ll test the model vs. your current top performers. 

The 4 Critical Benchmarking Components

• Credentials What is the education, background, and industry experience, track record of DOCUMENTABLE results, job stability, and references you require for your specific job?
• Critical Thinking What is the Level of Critical Thinking required to drive strong performance for your specific job.
• Workplace Drivers/Motivators What are the “nearly impossible to see” Top Internal Motivators required to support strong performance in your specific job.
• Natural DISCstyle Behaviors What is the hierarchy and the relative strength of the Natural Interpersonal Behaviors required for strong performance in your specific job.

"Leaving any one of these critical factors out of your recruiting project is like
shooting arrows into the sky and hoping one of them hits the target".

 

 Q.  How long does this customized benchmarking process take?
 A.  Over the years, we’ve streamlined this process and now require less than an hour of your time.  We'll take it from there.
 

 Q. Why do I need a customized benchmark?  Won’t a generic one do?
 A.  Every company has a different mission statement, management style, market condition etc.  If there is one thing we’ve learned in 25 years of recruiting it is that “One size does NOT fit all."
 

Q.  Tell me about the “No Dud Guarantee.” 
A.  We know everyone has their strengths and their performance blockers.  With our science we can MEASURE the quantity and compare them to your benchmark.  WE’LL NEVER SEND YOU A CANDIDATE who does NOT meet or exceed YOUR carefully crafted benchmark requirements…EVER!  Now there is no need to spend your time interviewing unqualified candidates.
 

Q.  Does your Recruiting Protocol operate within EEOC and Adverse Impact guidelines?
A.  Absolutely (We are happy to provide our validation & compliance studies).

The ability to measure someone's job specific critical thinking capacity is where we leap ahead of other recruiters.  Every employer really wants to know 2 things before the hire:  First, how much time will it take for this person to begin to perform and second, will this employee stay engaged in sustaining that performance?  The answer to these million dollar questions begins with critical thinking!

The Capacity to make the 'Right Bright Decisions.'

Critical Thinking Defined (Our ability to MEASURE someone’s Critical Thinking is built upon the Nobel Nominated research of Dr. Robert S. Hartman plus 35 years of non-stop translation, validation and application of that work into our modern business models by his most gifted graduate student Wayne Carpenter).

There are 3 steps to the Critical Thinking Measure:

1.    1, The Capacity to PERCEIVE the CORE ISSUES that are driving the problems, challenges and opportunities one faces.

2.    2. The Capacity to CONCEIVE a WORKABLE SOLUTION to the perceived core issues in step one.

3.    3. The Capacity to IMPLEMENT the WORKABLE SOLUTION within the guidelines of the organization AND to do so with the available resources, i.e.., manpower, $$$, time, rules, legalities and circumstances.

Q. How can you possibly measure someone's Critical Thinking Skills?

A. This is what earned Dr. Hartman his Nobel Nomination.  His research identified that human beings have a "decision making pattern" that remains relatively stable and can be MEASURED via our testing protocol.  Applying this decision making pattern to YOUR specific model or Benchmark enables us to use this scientific breakthrough as a powerful contributor to the overall performance matrix.
 

Q.  Is the Critical Thinking Measurement the "missing silver bullet" that always predicts superior performance?

A.  Sorry, while not 100% perfect, it IS the most powerful and reliable component of our 5-Step Performance Matrix Analysis.  We view it compared to YOUR CUSTOMIZED BENCHMARK that identifies what you are seeking for your specific recruiting project.  We'll ONLY send you qualified candidates who ALSO have strong critical thinking defined via your specific model.
 

Q. How can you determine the degree of critical thinking required for my specific job search?

A.  You'll spend the majority of your "benchmarking hour" defining the Critical, Most Important and Not important  factors for your specific role, we’ll take it from there and create and test the model vs. your current incumbents.  Together, we'll build a "unique framework for success” for your specific recruiting project

Step 3 of the Performance Matrix measures both the Hierarchy and the Strength of the 7 Universal Human Workplace Drivers or Motivators.  This powerful insight provides an understanding of what each individual is passionate about.  All humans are attracted by and drawn toward reflections of their highest scoring drivers and away from their lower scoring ones.  Viewed as a whole, it shows you how the person’s passions do or do not align with the needs of your specific recruiting project.

Workplace Driver Index Defined (Like ingredients in a cake, everyone is influenced to some degree be EACH of these 7 drivers.  Some drivers influence by their strength and others by their absence).

Here are the 7 Workplace Drivers refined by Harvard’s Dr. Gordon Allport in the 1950’s:

     -  Aesthetic – a drive for balance, harmony, form and beauty.

     -  Economic – a drive for economic ($$$) and/or practical return/benefit on one’s efforts.

     -  Individualistic – a drive for personal independence, freedom and uniqueness.

     -  Political – a drive for personal power, control and influence over others.

     -  Altruistic - a drive for humanitarian efforts or to help others altruistically.

     -  Regulatory – a drive to establish order, routine and structure.

     -  Theoretical – a drive for knowledge, learning and understanding.

“When your duties align with your personal passions…it’s commonly called $uccess!” 

FAQ's:

Q.  Why is the workplace driver index considered so important in the overall performance matrix?
A. When what we are GOOD at doing INTERSECTS with what we LOVE to do…We have the ingredients for superior  performance.  Drivers measure what the individual is passionate about and the benchmark views those passions vs. the specific needs of the job.

Q.  If someone has a LOW economic driver does it mean that $$$ and being efficient is NOT IMPORTANT to them?                              

A.  No; however, it DOES mean that their agenda will be focused more on service to others before personal gain.  You always want to consider the “full pattern of drivers” as they reflect a person’s agenda.  Focus on the top 2-3 and the bottom 1-2.

Q. Does the Workplace Driver Index report provide additional information and insights into each of the person’s scores?

A. Yes, you receive 2 full pages for EACH driver detailing how this person’s score influences their overall actions.

Step 4 of the Performance Matrix measures both the hierarchy and the strength of the person’s Natural Behaviors.  The gold standard for measuring human behavior is the DISC instrument.  It has been used over 50 Million times and continues to deliver face validity that exceeds 90%.  Behaviors define how we COMMUNICATE our thinking and ideas to other people. 
There are 4 primary DISC behaviors: D = Dominance, I = Influence or Extroversion, S = Steadiness or Patience, and C =Conscientiousness,

Detail, Accuracy and Precision

What Behavioral Style(s) will deliver
Sustainable Strong Performance?

FAQ's:

 Q.  IF behaviors measure how I deliver my thinking into the world, why isn't DISC enough to predict performance?

 A.  DISC does NOT measure Critical Thinking or Workplace Driver/Motivators…ONLY HOW they are DELIVERED. 

 Q   Are you saying two individuals with very similar behavioral styles can have dramatically different results?

 A.  EXACTLY!  Behaviors are NOT predictive of the capacity to make good decisions.  However, it does a GREAT JOB of measuring how those decisions will be delivered into the world..

 Q.  Are you saying having measures of critical thinking, workplace drivers AND behaviors prove to be  the best predictor of performance?

 A.  When viewed in light of YOUR SPECIFIC BENCHMARK and the following “Personal Chemistry with the Boss” component…it IS the best predictor of performance!

The Final Piece of the Puzzle:
Personal Chemistry with the Boss
Will the candidate(s) be compatible with his/her new Boss?  This revolutionary personal chemistry analysis has simply been previously unavailable.  Now, it is changing the way the progressive companies choose their most productive employees and create their most effective teams.

The chances are quite good that you have been on one side or the other of a “lack of personal chemistry” with another person.  Thanks to Dr's. Hartman, Allport and Alessandra’s research, we can now provide you a highly reliable view of how any two individuals are likely to be able to work together.  We will show you if they are compatible,  may need reminders or even will require interventions.  This application comes from our effective teamwork research and opens the door to reducing the time and effort needed to enable the new employee to begin to perform and then sustain that performance over time. (For a slight additional charge, we can also show you the personal chemistry between the finalist & his/her direct reports).
FAQ's:  Q.  Are you saying you can really predict compatibility between people?  A.  Yes.  Using our 4 Step Performance Matrix and the final Personal Chemistry Analysis between the finalist and the boss provides that compatibility insight in a way that was never possible before..    Q   Different jobs require different degrees of interaction with the boss.  How do you factor that into this chemistry analysis?  A.  The entire chemistry analysis is viewed first from the benchmark perspective and then from the boss/candidate dynamic.  Q.  Do you provide the “needs reminders and needs intervention tactics” for the new hire and the boss?  A.  Absolutely. This is included in the executive search and at a very reasonable price for the lower cost option.

 The Two Recruiting Options fine print:

The Traditional Executive Recruiting Model
(We do all the work and provide extended performance guarantees plus a 90 day onboarding process for the new hire).  This program is recommended for Senior "C Level" through Mid-Level Sales, Sales Management and Line Management, and Administrative positions.  If you have been frustrated with your previous recruiting results, please call us for a comparative project analysis and proposal.

The Low Cost Entry Level through Supervisor Recruiting Model  
(This is the revolutionary application of our proven performance model where we do MOST of the work and provide you with a pre-qualified, pre-tested, pre-matched candidates who fit your customized benchmark.  You receive a ranked list of candidates that you will interview and evaluate.  Those you wish to pursue will then be matched to who will be his/her new boss.

Dr. Tony's 5-Step Low Cost Entry Level Recruiting Package Proposal:

1. We'll Develop Your Job Specific Customized Benchmark  (Credentials needed for your opportunity (education, background, industry experience, track record, job stability).
    
2. We'll Develop Your Job Specific Critical Thinking Set (Hierarchal target measurements for the Specific Critical Thinking Competencies identified by your benchmark as essential for success in this role in your organization).
    
3. We'll Develop Your Job Specific Workplace Drivers/Motivators (Hierarchal measurements of the Specifc Workplace Drivers identified by your benchmark as being essential for success in this role in your organization).
    
4. We'll Develop Your Job Specific Natural DISCstyle Behaviors (Hierarchal measurements of the Specific Natural Behavioral Style identified by your benchmark as being essential for success in this role in your organization).
    
5. We'll provide the Personal Chemistry with the Boss for the Finalists (Yes, we INCLUDE our Revolutionary Personal Chemistry Analysis for the finalists.  Using this process will dramatically cut down on the misfires and assist you to identify the best prospects for successful hires and facilitate their smooth transition into your organization.

Summary:

We'll develop your benchmark, use the most effective mass media and job board searches for those who appear to meet your criteria and then we'll employ our proven Performance Matrix Job Specific Candidate Testing protocol to identify those who meet the strict performance standards we'll develop with your benchmarking.  You will ONLY receive highly qualified pre tested candidates from which you can make your choices.  We'll also provide the Personal Chemistry Analysis for the finalist(s).

   The entire cost for this Low Cost program:             
$3995/placement              

 It's OK to be Skeptical.  Let us PROVE IT to you.  We make it easy...Ask about our very special 
"You can't lose" Introductory offer

Contact us:

Dr. Tony's Bus Concept™ Exceptional Recruiting Options
Toll Free: 800-496-2170 Access Code: 77
Hawaii Direct: 808-575-5116
recruiting-excellence@busconcept.com