NEVER MAKE ANOTHER
BAD HIRE

With the TAP Human Capital Systems unique hiring model you can save your business up to $50,000 for every person that wouldn't have worked out.

"Some of the hiring mistakes I've made in the past, it's been looking too much at their intellectual capability alone and not on how they affect the people around them."
- Elon Musk

If you've struggled in the past with making the right hires for your business - know that you're not alone. Even Elon has made mistakes with his team!

The truth is most businesses use the wrong metrics to guide their decision-making process when hiring and it leads to overages in training costs, management stress and burnout, and affects morale and company culture.

BUT IT DOESN'T HAVE TO BE THIS WAY...

  • Every person you hire can be a great fit for their position and the company
  • You don't have to worry about team or employee dynamics when everyone gets along and works productively
  • Revenue and profits increase when your team is on the same page for every project
  • Morale and company culture are positive and progressive when you have compatible team members working together and understanding each other
  • You don't have to go through the agony of firing someone who just didn't work out - and you can't figure out why
  • You can save your company tens of thousands dollars each year on the costs of training a new hire and the sunk cost of productivity during training periods.

Knowing the above was possible for our clients, TAP set out to answer this important question:

“How could we tweak the hiring model to ensure the perfect employee fit like Alex did as an engineer looking for the right Form, Fit and Function of new equipment?”

Can you guess what we discovered?

We turned to the genius study®* for answers...

*Study conducted in 2000 by Innermetrix®

  • Answering the question: “Why do some people consistently achieve much greater success with less effort, while others - who work just as hard, are just as intelligent, and even work in the same environment - achieve much less?” 
  • This study surveyed 75 PHDs, 900 management consultants and over 197,000 employees from 23 countries
  • It measured 80 natural talents across each participant
  • And rated them on a scale of I - V. I being Below Average and V being Genius level.
  • And can you guess what the results were?

They discovered there was no significant correlation between performance and any specific natural talents.
Across all roles, all industries and all levels.

So what does that mean for the average business owner trying to hire a new person for their team? It means that anyone can achieve Genius level performance, as long as they have concrete self-awareness and authenticity to their natural talents.

SELF AWARENESS

Knowing who you are, what are your strengths and what are your weaknesses. It’s knowing your skills and talents, what motivates you, how you filter information and how you are likely to show up and interact with others

AUTHENTICITY

The ability to remain true to self. Creating an environment where your success is dependent on your strengths and mitigating your weaknesses through talent (people) or process

Innermetrix® then created their Genius Process® based on these findings

What this really means is that in order for companies to thrive and retain top talent...

They need to create an environment that encourages innovation, open communication, self-discovery and authenticity.
And that leaders within these companies need to develop their ability to adapt their leadership style to each member of their team to support this culture.

YOUR NEW HIRES ARE FAILING TO THRIVE BECAUSE YOU'RE

Interviewing for Skillset:
Does the person have a demonstrated history of being able to perform the tasks required for this position?

INSTEAD OF

Assessing for Capabilities:
Is this person likely to be able to perform the tasks required for this role…in the environment we offer… working with the people involved…under the leadership we will provide...while operating in the foundation and culture of our organization.

But the Good News?

Once you have a foundational understanding of this hiring model, it’s possible to create solid pillars of hiring that will guide you in making the best decisions for your business and your team.

You can achieve this - and more - with the TAP Unique Hiring Model.

This 4-part Hiring process looks like:

Define the Role

  • Responsibilities
  • Authority
  • Accountability
  • Skills
  • Talents
  • Motivations
  • Information Bias

Evaluate the Environment

  • Working Conditions
  • Hours/Location
  • People Involved
  • Tools/Resources
  • Accountability
  • Culture
  • Dynamics of Interaction
  • Integrative Corporate Foundation

Benchmark the Candidate

  • Behavioral Tendencies
  • Intrinsic Motivators
  • Information Bias
  • Skills & Talents
  • Goals and Desires
  • Baggage
  • Mindset

Modify the Posting

  • Skillset and Expectations
  • Behavioral Tendencies
  • Intrinsic Motivators
  • Information Bias
  • Goals and Desires
  • Baggage
  • Mindset

SOUND LIKE A LOT TO FIGURE OUT ON YOUR OWN?

We'd love to work with your business in your hiring needs.

Connect with TAP today and we can help you with all your hiring needs.

  • Establishing an Integrative Foundation
  • Setting the three pillars of Role, Environment and Candidate
  • Modifying job postings for your benchmarks
  • Evaluating candidates and selecting your best fits
  • Interviewing your candidates properly
  • Making your best candidates an offer they won't refuse
CONTACT US TO GET STARTED