We believe that companies are only as good as their people, and that awesome people are contagious because they attract more awesome people. In other words, the success of your business depends in part on hiring outstanding people. And to that extent, the cost of bad hires is not so much about the added recruiting expense as it is about the loss in momentum and negative influence on your organization.

• How good are your hiring teams at identifying awesome people and convincing them to join?
• What is the candidate's experience like, and how much do your people focus on evaluating candidates versus selling them on the opportunity?
• What do your people say when they are convincing candidates to join? And is this the image you want portrayed in the market place?

That's the basic stuff. The next level of complexity is about hiring for more than just expertise and relevant experience – it's about hiring for culture fit and smarts. I'm sure you've worked with people who had fantastic expertise, but unfortunately were either impossible to work with or had the wrong priorities. People are different and they bring different assumptions, values, and work styles. If you want to minimize the number of people issues that slow down your organization, make sure to hire people that connect and work well together.

• How do you assess which people are going to fit in with your team and which ones are not?
• Are your hiring teams assessing and valuing the same people traits?
• What's your ratio of hires today in terms of awesome hires, versus good and mediocre ones?

We help you increase your ratio of awesome people hired, and we do that in three ways:

1. Implementing 3D evaluations of candidates: for role-fit, team-fit and culture-fit
2. Increasing the number of employee referrals hired
3. Improving the candidate experience and sales strategy for convincing awesome people to join