In the old days (10 years ago), a talent search was like a two-dimensional board game. It allowed a company a leisured amount of time to send out requests for resumes, which could then be judged along a price/performance set of axis. It allowed for a precise, two dimensional grid, and a search process so structured and simple that judgments could be handled by a corporate H.R. Department’s less skilled staff.
“The significant problems we face today cannot be solved at the same level of thinking we were at when we created them.” — Albert Einstein
Now, the world moves in three dimensions, at a speed more resembling a video game. It’s Zap or get Zapped, in a real time. In such a fast-paced dogfight, you need to define your missions very carefully: no wasted energy, no blurred vision. The right people are even more important to find than ever before.
You need a team of people who think in three dimensions; nothing else will do.
You need a recruiter who will be your success partner, who can think in terms of a fast-action, complex world.
Perry-Martel’s methodology is based on a “value grid”. The grid identifies the value that a candidate can bring to your company, and then matches the candidate’s value-systems to your own requirements, to ensure a perfect fit.
We apply, in fact, three measures or axis to deliver a successful skill-set to your company. There are three dimensions of human value that work as a framework, whether you’re hiring or being hired.
The three dimensions to recruit talent, by assessing the value of an individual’s contribution are:
|1. Height of Value||Know what value contribution your company needs — what’s important. How do you evaluate the worth of someone’s contribution; this is often confused with salary levels|
|2. Sight of Value||Find what’s important. Where can you find exactly those important values, and proactively reach in and get a particular person|
|3. Flight of Value||Get what’s important. How can you attract that talent to land in your company|