Hire Better and Faster
- Our Assessment system is fast and accurate
- 1-year replacement guarantee or money-back on retained searches
- Employment Equity Opportunity Compliant & Legally defensible
- Better results for less than you are now paying
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Adventis Staffing Solutions Canada is a premier search and staffing firm that delivers the industry’s best recruitment solutions globally.
Adventis Recruitment Assessment Staffing Agency knows how You Can Find the Best People. Call Adventis to find out how.
Adventis Recruitment Assessment Staffing Agency uses four key elements to consider during the hiring process. Your new hire must be results oriented, have the required competency reflected in his/her resume, exhibit skills and behaviour asked of him or her and be a good fit for the work environment. Most of your problems with staff will come from a shortfall in one of these areas.
Adventis Recruitment Assessment Staffing Agency and our strategic partner has developed world class proprietary software which we use to evaluate candidates based on the specific work related items in that job and compares how they stack up. Always focuses on results rather than activities. We use 10 points and allocate them over your list of desired results, divided on the basis of value. This allocation will help you decide the most important results required. By the 80/20 rule, if you have a list of ten desired results for a job, two of those tasks will be worth 80 points and the other eight tasks will be worth only 20 points.
Adventis Recruitment Assessment Staffing Agency looks for someone with a proven track record in that area. You are seeking a candidate who has already successfully demonstrated the skills necessary to achieve the results you are hiring him or her to achieve for your company so their resume, references all become part of the next stage. In an extensive telephone interview of approximately 112 questions, we review their resume with them and confirm and challenge them on various items in their resume. If their resume is not professional looking they lose points.
You always hire people based on their past performance and proven results, rather than your future hopes and ambitions or theirs. Now with the Adventis Profile Assessment report in hand where we can review the specifics of the gap analysis of the candidate and their resume, we can clearly see who has the right profile to move forward with. Many business owners make the mistake within the hiring process by hiring a completely inexperienced person for an important job. They hire based on what the person thinks that he or she can do in the future, rather than what he or she has already done in the past. Occasionally, this approach will be successful, but in most cases it will either fail or be a great disappointment. Hiring someone who has not been professionally assessed, not been pre-interviewed and who doesn’t have a professional resume is a waste of time, energy and money. Just the time it takes to go through all the resumes even if using a Boolean search takes hours/days/weeks and could cost you the best and brightest because of the time it takes to review all the applicant resumes. The top talent is not around for long and you need to have a professional company that can assess in real time like Adventis Recruitment Assessment Staffing Agency can.
The rule is that you should never hire an inexperienced person for an important job. The old rule that the only real predictor of future performance is past performance is outdated and inaccurate.
Our strategic partner has developed world class proprietary software we use and the assessment has been third party evaluated so we now can predict and guarantee performance. Throughout the assessment process and pre screening with a candidate, your most important concern is whether or not the candidate has successfully mastered the job that you are hiring him or her to do for you.
The third element to look for is personality. In studies of many thousands of job failures, it has been found that the cause of most of them was “wrong fit.” This means that the person does not have the correct personality to fit in with you and with the other people who work on your team. That is why we assess all applicants at the front end.
One of the basic rules of human nature is that people don’t change. Over time, they become even more of what they already are. They don’t change their basic personalities, temperaments, or work habits. You should never hire a person with a personality problem with the hope or fantasy that the person is going to change once he or she starts working in your company. It simply won’t happen.
We have worked with companies where someone was doing the job at say a 5 or 6 level but missed a lot of time off at work and were very stressed out. We assessed that person who happened to work in a purchasing account rep environment and found out that they were in fact under utilized. We found out after they finished our Assessment that they actually scored an 8.5 as a Purchasing Manager. So after discussion with the Director of the department, they agreed to assist with some after hours training and would be assisting that person to transition to a Manager of the department. It turned out the actual Manager of Purchasing was looking to retire in the next 6-12 months.
Our strategic partner has developed world class proprietary software we we use exclusively so now that we can identify a person who has scored well, we provide you with the insight into their potential to be successful with your team and then confirm with an interview to review their resume.
You can ensure a high level of fit with a new hire by having the person meet with other people before you make a final decision. Job candidates will always be at their very best when they are talking with the boss for the first time. But when they talk with potential co-workers at their level, they usually “let it all hang out.” Their true personalities emerge. They reveal themselves more openly to people who might be their co-workers in the future. However, having the report, you already know that they are being genuine and what their strengths and weaknesses are, plus you have the confidence of our 1 year replacement guarantee or money back on all retained searches.
A recent survey on linkedin polled over 4,000 companies Globally about what the 2 biggest concerns are for hiring in 2016. First, the Quality of the hire at the front end of the process. How would you know? And second, being able to hire faster. When looking for new people, you must find someone who is result oriented, with a proven skill set, and a personality that will work well with your current staff. Adventis Recruitment Assessment Staffing Agency helps you take the guess work out!
Did you ever sit down and track all the time and money that your company invests in hiring just one employee? This example will eliminate the guess work and assist you in getting a handle on how much time your company uses to try and find a suitable applicant.
Recruiting and Hiring Activities:
Estimated Time Required: Track how many hours it takes.
Developing job specifications, description, compensation package, etc.
Writing, laying out and placing ad
Screening phone calls (depending on calls you receive to an ad?)
Receiving/Viewing resumes (how many to sort to find good ones?)
Reviewing resumes depending on how many qualified ones applied.
Developing a short list of possible candidates- how many hours does it take you?
Arranging interviews -how many initial interviews would you need to schedule?
Conducting first interviews
Developing a second short list based on interviews
Arranging second interviews
Conducting reference checks
Extending an offer
Sending rejection letters
Other recruiting and hiring activities:
Total the hours up here:
Take the following recruiting and hiring activities, estimate how long each would take to complete. Once you’ve done that, total the number of hours.
You will be shocked at what you find.
This model makes several assumptions:
1./ You get a great response to your first advertisement.
2./ The first person offered the job accepts and starts.
3./ The first person hired works out for the long-term.
If any of these assumptions are wrong, your estimate could be 2X or 3X more costly.
•The Harvard Business Review points out that as much as 80% of employee turnover is due to bad hiring decisions.
•Total cost of recruiting the wrong employee includes hiring, total compensation, severance pay, and factors like legal fees, totals $840,000 when you factor all of these costs. (based mid-level manager who works 2.5 years and is then terminated and replaced.) Jorgen Sundberg, Link Humans
Adventis uses an assessment that is job specific and competency based. It is third party evaluated. Instead of pouring through hundreds of resumes have us do a real time assessment and provide you with 2 reports on each and every applicant. http://www.adventis.ca/why-hire-with-adventis/