Our Performance-based Process
Recruiting Based on Predetermined Key Performance Outcomes (KPOs - OKRs)
A proven Talent Acquisition process is key to finding the very best people. After four decades of experience successfully completed searches across multiple markets, we know how to find and secure talent and help you meet your mission critical business objectives — quickly.
We're focused on understanding your unique staffing needs by beginning every search with a mutual understanding what successful performance will look like once the person begins work. We call these Key Performance Outcomes (KPOs - OKRs).
Toggle each of these phases for details.
Step 1 – Develop a Performance-outcome job description.
Create KPOs (key performance objectives, also referred to as OKRs) that are complementary to a traditional skill and education-based job description.
Step 2 – Build an EVP (Employee Value Proposition).
Agree on a persona for the ideal candidate that addresses market position, competitive landscape, organizational structure, corporate culture and key reasons why someone would want this job.
Step 3 – Develop the Compensation and Benefits Package.
Reach agreement on basic salary, and any additional cash-based incentives. This might include bonuses, and commissions based on performance. Include non-cash benefits such as stock options and other benefits that aligns with the job.
Step 4 – Create a Search Strategy.
Compile a targeted list of sources most likely to identify appropriate candidates. These sources include networking with industry contacts, executive level contacts, database and original sourcing calls.
Step 1 – Identify potential candidates.
Search team takes EVP message to market. Contacts targeted source list.
Step 2 – Interview and assess potential candidates.
Carl Bradford assess candidate credentials, motivations, and career objectives and relevant achievements based upon performance-based KPOs to ensure candidate can deliver critical job performance expectations. Look for a 30% non-compensation gap. Document assessment using Talent Scorecard.
Step 3 – Narrow the candidates to a ‘short list’ of Semi-finalists.
Top candidates are selected that our client’s culture and leadership style and whose past accomplishments best align with the exacting standards established in the KPO job description.
Step 1 – Present candidates to our client.
Provide client with pre-qualified candidates ready to engage in a serious career discussion with our client.
Step 2 – Schedule client/candidate interviews.
Coordinate logistics of interview process, including pre- and post-interview briefings with candidates and clients.
Step 3 – Work in Partnership with our client to select finalist candidate.
Consult with client to narrow down “short list” to finalists.
Step 4 – Complete reference checks.
Assist our client with candidate reference checks contacting supervisors, peers, customers and direct reports. This includes verification of performance against job KPOs.
Step 5 – Conduct pre-offer preparation.
Reconfirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance. We facilitate any negotiation on offer terms until agreement is reached by both parties. Official written offers aren’t made without verbal acceptance.
Step 1 – Official offer is presented to the candidate.
Carl Bradford can present the offer or based on client preference; the offer will come directly from our client. This is typically done based on strategy and client policy.
Step 2 – Obtain formal acceptance of the offer.
Signed offer letter is returned to the client. We facilitate the candidate’s resignation process including written and verbal notice, counteroffer avoidance, etc.
Step 3 – Contact with candidate between resignation and reporting to work.
We encourage our client to fill the notice period with a variety of steps and activities to bridge the gap between resignation and the first day of employment. We can suggest how this can be done. This can prevent the rare unpleasant ‘surprise’.
Step 4 – Follow-up with your new employee.
Bradford will contact your new employee at or near the first 30 days to check-in and see how things are going to help facilitate a smooth and continuous transition onto your teams.
Carl has also worked with many Small Businesses as well as certified third-party staffing firms in Performance-based Hiring.
Director of Talent Acquisition
"Thanks for the continued help. Your insights into building a team of highly engaged and respected new associates has certainly been appreciated by our hiring managers!"
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Schedule a 15-minute call with Carl Bradford to discuss your recruiting and staffing needs.