Job Descriptions
- How to write a job description, understanding why they are critical and the problems caused by an ineffective or unclear description
- When to create a new position, divide one position into two and consolidate multiple positions into one
- How to create a job description structure for a growing and maturing businesses
- This ties into staff appraisals and the creation of a “baseline master leasing” ideal candidate/employee.
- Requires In-depth discussions with executive management regarding required competencies and performance expectations
Goals & Objectives
- How to establish SMART goals and objectives for employees and managers
- Covers business development, operations, credit and administration staff. Includes designing compensation and incentive programs
- This is of particular value for remote and/or outside sales people
Interview Training
- How to improve the interviewing process to recruit the right candidate
- Training new and established hiring managers on interviewing
- Includes preparing for the interview, following a company specific structured interview technique with further customization depending on department/role
- Instruction on developing and asking the tough questions.
- Could potentially include onsite/video conference role-playing, as well as remote interview evaluation and feedback
Interview Process
- How to effectively profile the vacant position, and ensure that the interview process successfully addresses required competencies and performance expectations
- Developing an integrated interview program and designing a structured interview technique
- Gathering feedback and decision-making
- Ensuring the chemistry works
- Utilizing the information gathered to develop effective on-boarding
- *Executive Solutions can act as a surrogate for on-site interviewing for clients*