Entrust People for Business to develop a new corporate culture, vibrant, value-driven, mission-focused and vision-guided. A winning culture provides endless benefits – from boosting employee satisfaction and retention rates to fostering a cohesive brand identity and a high degree of innovation.
In search for the optimal talent acquisition model, People for Business Premium Selection goes much further than recruitment; with expertise from both internal corporate recruiters and external partners, we create a strategic partnership with our client, focusing on the alignment of your recruitment needs with your strategic goals.
Our Leadership Development services can help you achieve optimal levels of performance, by locating and developing talent-to-leaders across your organization. Using tailor-made services, based on your culture, needs and goals, we increase your top executives’ engagement through in-depth developmental insights that lead to improved leadership effectiveness.
Our Transition Counseling Service protects and enhances your corporate brand name and provides the departing employees with all the necessary tools for their next career step, emphasizing continuity rather than disruption. Using a very structured methodology, we guarantee a smooth transitional period and operation of your business.
In the ever-changing economic environment we live in, there is a strong need for development and innovation, a need to align business results with people’s needs.
Despite the hurdles, some organizations are able to achieve significant and lasting performance that catapults them ahead of the competition. Organizations that coordinate and integrate efforts across the globe by setting clear values, expectations, processes and practices in place that add tremendous value. Why do these organizations succeed while others just seem to lag or cease to exist altogether?
Even though there are a lot of variables that come into play in each situation, one common root always seems to play a key role – the Culture.
We believe that the corporate culture is the driving force behind everything you do; it reflects the values and beliefs embedded in the structures, policies, behaviors, processes and incentives of your company. The corporate culture defines who you are and what you stand for.
Culture or Strategy?
“Culture eats Strategy for breakfast”. This phrase originated by Peter Drucker and made famous by Mark Fields, President at Ford, is an absolute reality. Any company disconnecting the two is putting their success at risk. While many studies show there is a direct correlation between a healthy, productive culture and a company’s bottom line, the majority of companies spend little time thinking, let alone doing anything about culture while they’re spending lots of time thinking about their business strategy.
Although strategy has been a buzzword over the last decades, the reality is that no business strategy can be successful, if it is in conjunction with the current corporate culture.
If you want to create a high-performance organization and achieve true organizational transformation, you need to align Culture, Strategy and People Dynamics. All three need to be designed together, aligned and enabling of each other in order to boost your bottom line results.
With our expertise, we have created a holistic approach by combining all three elements into a powerful, innovative, clear and specific system for human development and management, which ensures business goals and maximizes the value for shareholders. It focuses on Cultural and Organizational transformation in order to help you achieve your business goals with minimum costs and business risks, while keeping you aligned with your business strategy.
- minimizes your business risk
- minimizes your costs
- aligns your business goals with your employees’ individual goals
- boost employee performance, focused on effectiveness vs effort
- identifies areas for development
- minimizes your risk of talent loss
- improves your talent acquisition
Depending on whether you need a broader, integrated service, or a more targeted action, our methodological framework consists of 7 steps to achieve the desired cultural transformation and the performance development.
As an initial step, we work towards understanding of your current situation. We define a vision, values and corporate competence model. Through focused meetings with your management team, we work on understanding your strategy and business goals. As an effective best practice, we propose to run a Strategy Summit for your leaders, to align strategic priorities.
Furthermore, we re-define your corporate structure, job roles and KPIs, set up responsibilities, levels, grades and career paths with specified standards and connecting levels, based on solid principles.
Our later stages of cultural transformation include:
- A Performance Management System that includes performance appraisal and development, talent identification and succession planning.
- Compensation and Benefits Review based on your business goals and strategy, within the frame of your budget.
- Setting the People and Culture Policies, based on your exclusive needs, to enhance internal communication.
In the two final stages of the program, we run focused groups for employees to get them familiar with the outcome of the above prepositional steps, and finally, we launch the program and support management in all aspects of the project.
Most leaders underestimate the power of culture for reaching business goals.
Below are a few reasons why you should start thinking otherwise:
- Culture drives performance by unleashing human potential
Vibrant cultures are values-driven, mission-focused and vision-guided, displaying high levels of performance. A winning culture provides seemingly endless benefits- from boosting employee satisfaction and retention rates to fostering a cohesive brand identity and a high degree of innovation. Companies with resilient cultures attract better talent, inspire more customers, and outlast their competitors.
Furthermore, leaders who understand when it’s time to transform their organization’s culture and do things differently in order to stay relevant, are those who are the best able to adapt their organizations to changes in the business environment. Organizations that are able to create a performance culture will consistently outperform those that cannot.
- A powerful corporate culture offers the ultimate competitive advantage
You can transform a culture, grow or develop it but you can never copy it. Trade secrets can be stolen, best practices mimicked, but the many variables that constitute a company’s culture—the odd habits of its working atmosphere, the peculiarities of its various hierarchies, the way everyone just gets along— are something that your competitors cannot duplicate, and this is your ultimate competitive advantage.
- When it comes to Innovation, culture wins over strategy and process
Strategy is about where you want to go, process is about getting where you want to go quickly and reliably, innovation is about reaching new and uncharted territory. In our surplus and always-on economy, success depends on creating brands and products that stand out and adapt to changes, and such innovations are the outcome of a culture that promotes and fosters innovation.
- Standards for culture are rising
In the past, a “casual Friday” policy and some corporate gifts around the holidays were enough to stand out from the crowd when it came to culture. Not anymore. These days, fostering an exceptional culture requires effort and creativity.
The evolution of recruiting has changed significantly over the last few decades. What started out as the responsibility of line or hiring managers to place job postings or “help wanted” signs to attract potential employees, has now become a major issue of strategic importance for most corporations.
In our era, talent acquisition requires specialized know how and techniques, focused and combined efforts from both internal corporate recruiters and external partners.
When referring to talent acquisition, most talk about recruitment and selection. But recruitment refers mainly to the process of sourcing, assessing and selecting qualified people from a pool of candidates for a specific job.
In PfB, Premium Selection is much more than recruitment; it is the strategic partnership with our client. We focus on the alignment of your recruitment needs with your strategic goals.
Key elements of our success are:
- Deep knowledge and Expertise
- Extensive Network
- Structured Process
This is why we specialize in positions that add real value to your company.
1. Deep Knowledge and Expertise
We have a solid background, in different industries. This makes us have a deep and holistic business understanding, not just a limited functional expertise.
Thus, we add real and measurable value to your company, providing strategic business advice on the profile you need, share market experience and best practices, locate and attract the best fit executives for you.
2. Extensive Network
We maintain a rich talent database and access to an extensive global pool but we do not stick on that. We use push activities; through direct market research to locate the best fit candidates, based on your culture, goals and needs.
3. Structured Process
Our main concern is to ensure effective placements that add value to your company. Your satisfaction is our key measure of success. Through a well- structured process, with proven track record of close to zero replacements, we act with consistency, reliability and most of all, effectiveness. In a few words, we deliver what we promise.
Our approach is based on partnership and focused on results. It is all rolled οut in three structured stages:
Stage A: Planning & Client Understanding
Stage B: Assignment Management
Stage C: Post Placement
Our approach is based on partnership and focused on results. It is all rolled out in three structured stages:
Stage 1: Planning & Client Understanding
• Context Assessment
We do not simply fill a vacancy; we match the right candidate with the role and the corporate culture, according to skills, experience and personality. When assigned with a recruitment project, we have an extensive consultation with you to develop a comprehensive understanding of your company – business goals, culture, strategy – as well as the specific requirements of the role.
• Context Brief
We analyze the role as an important part of the overall corporate mechanism. Based on the role analysis, we conclude on the assignment profile.
• Market Research Strategy
We agree with you on the market research strategy we will apply, based on your exclusive needs and industry.
Stage 2: Assignment Management
• Active Market Research
According to recent studies, active candidates, meaning those who reply to job postings, represent the smallest percentage of the available talent pool, approximately 20%. The other 80% are those we refer to as passive candidates, meaning people who are not keeping their resumes in circulation, but who are happily employed if the right job comes along. This is a critical and overlooked point when implementing a recruitment process.
We mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there.
You need expertise to attract passive candidates. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.
• Competence Assessment
Having identified potential candidates, we assess them versus the benchmark that our client has set. The assessment stage includes competence based interviews and sophisticated business tools, based on our client’s exclusive needs. We use competence assessments as they are the contemporary trend for the majority of companies worldwide in the selection process – they provide valuable insights into an individual’s preferred style of working and help predict future behaviors.
• Reference Check
The third step of this procedure is a thorough background (references) check for every participant. We insist on extensive reference checks, undertaken to confirm candidate career achievements.
• Candidate – Client Meetings
Candidates who meet the requirements of the context brief are introduced to the client. For every shortlisted candidate, our client receives an analytical personal profile, containing all the information we have collected from the previous assessment stage. We participate in candidates’ meetings with the client, so as to obtain specific feedback and get to the result.
Stage 3: Post Placement
• Landing with success
This stage includes a sophisticated questionnaire, answered by both the placed candidate and the Line Manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results.
In this way, the Line Manager understands how to motivate the new employee, how to help him/her in overcoming obstacles; thus reducing the induction period and moving forward to productivity. The placed candidate on the other hand, acclimatizes and understands faster the aspects of his/her new role.
• Our Job does not end with Placement
Client satisfaction is our main concern; it is the key measure of our success. This is why our job does not end with placement; we conduct regular quality follow-ups, both with the candidate and the client.
The ultimate goal is to have all parties, candidate and company, satisfied with our services. We believe in the high quality work we produce and consequently, our guarantee periods far extend the market average, for each position.
High performance organizations seek high performance leaders.
These leaders express a constant focus on where the company is directed and an unrelenting dedication to achieving favorable bottom-line results. They inspire confidence throughout the company by their consistent pursuit of organizational excellence. They are able to create and sustain success by effectively motivating people.
In PfB, we truly support our clients achieve optimal levels of performance, by locating and developing Talent to Leaders across the company. We increase their engagement through in-depth developmental insights that lead to improved leadership effectiveness.
We offer tailor-made services, based on your culture, needs and goals. We use a range of documented and customizable tools with proven credibility, that produce measurable business results.
Our Leadership Development services include:
- business oriented Assessment and Development Centers
- effective Succession Planning, ensuring business continuity
Assessment & Development Centers
A Leadership Assessment and Development Center is a business simulation; with sophisticated tools, we produce measurable results and conclude with positive and constructive feedback for each participant’s future development
Leadership Assessment and Development Centers can help both managers and employees
- Managers understand their employees better – how to motivate and manage them more effectively.
- Employees become more efficient, effective, motivated and focused
Our true value is that we customize our approach and tools to meet clients’ needs; however, a standard Assessment & Development Center usually begins with an initial Competencies Analysis & Customization stage, that gradually leads to final Management Actions.
Succession planning is the most important way to identify employees who have the skills and competencies –or the potential– to move up in a corporation or on to other positions.
Effective succession planning activities have a positive impact on performance management not only in terms of ensuring business continuity but also in terms of saving money on external recruitment and training, which can be significantly more expensive than promoting from within.
We apply a specific and structured methodology, to build a succession planning strategy:
- We identify critical positions in your company, which may be more than the obvious CxO level
- We identify the profile – skill set and competencies – of the future leader you need, based on your strategy and business goals.
- We locate, measure and assess potential successors vs competency model and skills set, by applying our structured methodology.
- We create a personal development plan (PDP) for each potential successor, with specific actions
We provide structured feedback to successors, through a personal development discussion (PDD). We consult line managers for the profiles of potential successors, to enable them meet their succession planning responsibilities
Assessment & Development Centers
Stage 1: Competencies Analysis & Customization
This is the stage we aim to understand the competencies to be included in he assessment / development center. Through focused meetings with the Executive Team, the Line Managers and the Human Resources Team we aim to understand your strategic goals in combination with the existing competency model, so as to decide on the core competencies, the way to measure them and the tools to apply.
These will be our benchmark for next stages in order to customize our approach and meet your needs. We only focus on core competences, such as (indicative and not limited to) :
- Customer Focus
- Gets Results
- Capability Development
We support you in communicating the Assessment / Development Center internally, in a way that will not create fuzz or anxiety and moreover will not affect participants’ performance during the process. We provide you with guidance and customized e-mail templates on how to communicate the scope and process to all participants.
Stage 2: DISC³
PeopleKeys® DISC3 is a system built on 25+ years’ experience in the personality analysis industry. There are three primary assessments used in DISC3:
- The first part, DISC profile, identifies the interaction of four factors that affect personality and behavior.
- The second part, VALUES Profile, looks at the underlying and hidden motivators that affect behavior.
- The third part, TEAMS, looks at the way we function and think in a group or team environment.
Stage 3: Assessment Session
This is the stage we aim to understand participants’ current level of competences, in order to produce a clear and specific map. We compare actual ones vs. required per role.
We apply a combination of tools, such as:
- Competence Based Interviewing (CBI)
- Business Cases
- In Trays
- Role Plays
Stage 4: Reports
We produce specific reports for each candidate, including:
- Professional Personality Analysis
- Competencies Analysis
- Key Strong Points
- Development Areas
- Development Proposals
- Role Fit
On top of that, we deliver a key findings executive summary.
Stage 5: Feedback to Executive Team
We provide a focused feedback to the Executive Team, to discuss the key findings, the results for each participant and our proposals for development. During this stage, it is also important to agree upon the context and content of the next and final stage, the Personal Development Discussion (PDD) with each participant.
Stage 6: Personal Development Discussion
We conduct a Personal Development Discussion (PDD) with each participant, based on the results of the development center in order to dig deep in the development insight of each one. It is about a focused meeting with each participant to give them a structured feedback on their performance during the Assessment / Development Center and highlight key areas for development.
We aim to reach a consensus for each participant’s performance and developmental needs and not to leave any blind-spots or questions unanswered; we aim to keep them motivated to work harder and smarter in order to improve.
We are running the 4th Industrial Revolution, which is marked by emerging technology breakthroughs in a number of fields that consequently affect the job market.
In these times, people are called to face sudden career changes that put them into emotionally difficult and financially inconvenient circumstances. The key is to be well prepared, to be proactive and not reactive.
Our Transition Counseling Service confirms the on-going development of an employee’s life and emphasizes continuity rather than disruption. We address change and deal with the effects of transition by guiding participants through alternative career options, using a very structured methodology to meet their exclusive needs and goals.
We work with you to give your people a flexible and tailor-made service, that rapidly reconnects them to their chosen career and life path.
By offering a Transition Counseling to departing employees, you gain the flexibility to smoothly implement change management decisions. You make sure that your corporate identity remains intact to your market and clients’ eyes. You prove to remaining employees that your company is always committed in supporting them and you minimize the risk of losing additional talent. Finally, you eliminate the potential litigation risks from the side of dissatisfied departing employees.
Our priority is to protect and enhance your corporate brand name and then to provide the departing employees with all the necessary tools for their next career step. Our experienced consulting team can start by helping you decide and design the restructuring. We will also work with you on how to:
- effectively communicate change, both to remaining and departing employees
- avoid “making waves”
- guarantee the smooth operation of your business
Helping you make the right choice
We can conduct a thorough assessment center where all the potential departing employees participate, in order to help you identify and define the program’s participants from a pool of candidates.
The best way to communicate your decision
We assist you in communicating your decision with a sensitive approach, which is an essential requirement for a positive and effective change management After launching, the program is built around the individual. In a period from 3 to 6 months, the Personal Counselor starts by embracing change. In-depth skills and competencies assessments are conducted in order to boost self- awareness and provide us with all the necessary data for our next steps.
Introduction to Transition Counseling program
Assignment of the Personal Counselor for each participant. Presentation of program’s process. Individual expectations, needs and requirements are discussed.
Self-awareness and in-depth assessment
Focus on career review, complete and in-depth assessment and identification of individual assets, strengths and limitations, marketable skills, suitable working environment, preferred role in a team and analysis of internal motivators. We want to identify the hidden potential which can result in various career alternatives.
Knowing each participant’s thought, desires, core strengths and potential limitations, we can now move into two options:
- Reshape your Career
- Become an Entrepreneur
Based on statistics, 10% of participants choose to follow their own dream and turn to entrepreneurship as a next career step. For them, we offer a fresh, structured and innovative entrepreneurship educational program. Our program actively supports the development of entrepreneurship and entrepreneurial mentality, regardless of the idea and the business model.
It offers contemporary knowledge about the fundamentals of starting up a business, incorporating the most modern approach in entrepreneurial education.
The program expects to help accelerate each participant’s business. For most of participants, that will be taking a rough idea, finding a viable path forward and, with some effort, a solid business plan. For others, the end result will be an MVP or end product/service in the market, with actual customers. And for some, that business will have paying customers and actual revenue.
No matter the final result, everyone who participates in the program will come away with:
Tool Kit and Program’s flow
The Tool Kit includes:
Multiple weeks of fast paced in-person sessions
Moving your business forward
Guidance and mentoring, through a specific help line. In this way, entrepreneurs get different and multiple insights and can benefit from mentor’s different perspectives.
Plus coaching for entrepreneurial competitions, angel groups, and other investors.
Although, it may vary according to participants’ needs, a common and structured “flow” is: