Intro to Job Posting/Assessing/Matching/Hiring Adventis Solutions helps managers make faster, accurate and more predictable talent decisions by scientifically matching candidate strengths with the job requirements. Adventis Solutions identifies the best job candidates – the ones most likely to be top performers – before you peruse a resume. With the way AI is transforming the pre-employment
“What could possibly be more important than who gets hired…” –Jack Welch, ex-CEO of GE Finding qualified applicants can be difficult. However, finding the best-fit talent, both in culture and in skill-set, can be excruciating. Your recruiters do all they can, but the candidates you want just don’t flood your company doors. So how do
The Best way to identify Candidates that are worth a second look. Adventis will rank order all Candidates before you have to look at a single resume. How much did your last hiring mistake cost? The cost to your company is about more than just a loss of money, but disruption to your current Staff,
1. How much more efficient is Adventis is in regards to time to hire, resume screening compared to industry standards? 80% less time sorting through resumes 2. What type of data points are part of your assessment? Behavioural Traits (250 data points), Cognitive Critical Thinking and Reasoning. (15 data points) 3. On average, how many applicants per job?
Tired of reading resume after resume? Questioning your judgement about who will make a good hire? Starting to realize the “real” cost of hiring the wrong person? You have to fire people, hiring again and waste of your time and money, not even counting the damage they do internally. BOTTOM LINE COSTS (Based on a
Jeffrey Pfeffer Thomas D. Dee II Professor of Organizational Behaviour Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behaviour at the Graduate School of Business, Stanford University where he has taught since 1979. He is the author or co-author of 14 books including: • Leadership B.S.: Fixing Workplaces and Careers One Truth
Every time you move performance of an employee from ‘average’ to ‘superior’ you have a dramatic and measurable financial impact that falls to the bottom line. We show you who the ‘superior performers’ will be before you interview them. Unless all your people are ‘superior’ performers, you are losing money unnecessarily.
By Jeffrey Pfeffer Graduate School of Business Stanford University ASSESSING THE PERFORMANCE OF THE LEADERSHIP “INDUSTRY” Workplace measures—e.g., engagement, job satisfaction—because we know leaders affect the workplace Leaders’ career success & survival in their jobs The availability of leadership talent to fuel organizational growth & fill vacancies Organizational/senior management’s self-assessment of their leadership development efforts
Attn: Companies – Why Pay Hefty Charges On Recruitments When You Can Let “The Adventis Express Technology” Work For You – For a Lot Less? Most of the companies across the world are facing one acute problem in their entire recruitment process and that is – In spite of spending a very high amount on
Do you find yourself so busy working in your business that you cannot find the time to work on your business? One of the most pressing areas that keep business owners up at night is finding and retaining the best and most qualified staff. Perhaps you have hired extra recruiters or have a plan with