Process

Our recruiters are Performance-based Hiring certified and utilize this effective process, within our own unique and reliable system, to recruit and identify the most qualified top talent for each client.

Retained Search Process

Conduit Careers implements Performance-based Hiring and recruiting. It is simply the most effective methodology for hiring top talent. Performance-based Hiring facilitates the partnership of the hiring manager and recruiter. The most effective hires transpire when managers and their recruiter consistently partner as a team, throughout the hiring process. Performance-based Hiring is a systematic business process that gives us the foundation for this team work. It has also been reported to be the most legally sound foundation for a successful long-term hire. Developed by Lou Adler and published in “Hire With Your Head” – anyone can read about Performance-based Hiring. Or contact us to see if you qualify for a free copy of “Hire With Your Head”.

Assessment: We develop a performance profile with the hiring manager to understand the key knowledge, actions, and performance measurements that will make the person successful in this position.

A deep understanding of the position and how it affects the company’s success.

Requirements: Conduit Careers develops a deep understanding of the position and how it affects the company’s success, team and organizational culture, and work philosophy. This is important information to attract top talent. We also identify and resolve any organizational issues that may affect the client’s ability to attract or retain top performers.

Key knowledge, actions, and performance measurements that will make the person successful in this position.

Hiring Plan: Our detailed research and analysis of the client company, industry, competitors, and marketplace allow us to develop a realistic hiring plan. State of the candidate market, competitive compensation package, aligned interview objectives are all part of the hiring plan.

State of the candidate market, competitive compensation package, and aligned interview objectives are all part of the hiring plan.

Full Cycle Recruiting: At Conduit Careers, we source, recruit, and evaluate top talent for each client’s position. We use the performance profile, performance-based interview and a 10-Factor Candidate Assessment (Performance-based Hiring methodology and tools) to identify top quality talent every time.

We source, recruit, and evaluate top talent for each position.

Presentation: Upon completion of our evaluations, we determine the top candidates for your consideration and provide you with a copy of the 10-Factor Candidate Assessment with important details regarding performance experience, possible skill or experience gaps, career motivation, and cultural fit.

The client sees only the most appropriate top quality candidates for each position.

Interview: We partner with the hiring manager throughout the recruiting and hiring process. We facilitate and/or coach the hiring manager in a performance-based interview. This interview reveals the most accurate, professionally disclosing, non-biased candidate information possible. The candidate cannot rehearse this interview.

We facilitate the most accurate, professionally disclosing, non-biased interview information possible.

References: Conduit Careers is committed to thoroughly completing all reference and background checks.

A commitment to thorough reference checks.

Negotiation: We manage expectations, communicate with both clients and candidates, and facilitate the hiring and negotiation process. This process delivers above industry standard acceptance rates.

We facilitate the negotiation process and deliver above average industry acceptance rates.

Fellow Up: We follow-up with the candidate until they have reported for work. We work with the company for 120 days after employment has begun to complete a quality check.

We complete the quality check at 120 days of employment.

“Performance-based Hiring has been the most successful recruitment tool that we have added to our organization over the past few years. In fact, these tools have not only produced amazing outcomes - in terms of selecting the best fit in an extremely tight labor market – but with a level of success among our operations customers that I have rarely seen with other HR products.” - Trudy Knoepke-Campbell, Director, Workforce Planning, HealthEast Care System*

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*Testimonial from “Hire With Your Head, Using Performance-based Hiring to Build Great Teams,” 3rd edition, by Lou Adler. Published 2007, John Wiley & Sons, Inc.

Exclusive Retention Program

Exclusive Retention Program: Conduit Careers offers an exclusive retention program that facilitates employer/employee satisfaction and reduces the risks associated with this new relationship. Both the employer’s and employee’s investment is rewarded.

With Conduit Careers, you can choose to take part in an exclusive retention program that ensures the long-term relationship between you and your new valuable hire.

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HR & Management Consulting Process

Conduit Career works in productive phases with its clients. The first phase, after the initial intake, is to identify the simplest and most cost effective actions for the fastest impact on your department and company. These actions make an immediate difference, while we work on any long-term strategies necessary to complete the solution to the client’s problem, issue, or goals.

Define the Challenge: We assist in identifying, simplifying, and clarifying the issues and problems. When a problem can be clearly stated it in its most simple terms it can then be understood. This will path the way to the simplest solutions for the right change.

Clearly and succinctly state the issues, problems, and goals.

Discovery and Intake: The process leads to deep understanding of the current situation, current problems, and systemic effects. We trace the problems only to the points of origin that will determine the right change for the desired goals and objectives. We identify the simplest and most cost effective actions for the fastest impact to your department and company.

In-depth identification of current situation, short-term vision, and long-term objectives.

Establish ROI Parameters: The right measurements accurately show the affects of the strategic action plan, team change, and how to demonstrate the impact to the bottom-line picture. Benchmarks provide a guide to directive action throughout the process.

Create the right benchmarks and measurements to evaluate team progress and effect on the bottom line.

Strategic Action Plan: We facilitate the process of designing the strategic action plan with the ROI benchmarks and measurements built-in. We use the SMART method—customized and refined for each client’s team with an individualized motivational component. This facilitates the adoption rate of new action and change.

A validated action plan that moves you and your team to successfully realizing the objectives.

Validate and Demonstrate: Validation can demonstrate that the resources allocated for strategic change has been a worthy investment. This process shows how the change is directly affecting the issue or problems, driving results for completing goals and objectives, and influencing the bottom-line.

Time to show the impact of changes and initiatives.

Grow Competitive Edge: As results are measured, we’ll determine what actions are necessary to implement on an on-going basis to grow the competitive edge you’ve begun to establish.

Implement parts of the action plan into your operational system to grow your effective edge.

“I’m impressed with Mikki Jo’s ability to drive results as a strategic planner and leader. As we’ve worked on strategic business initiatives and projects together, I’ve appreciated the clarity, insight, and years of experience she brings to the team. I respect her sound judgment and supportive leadership style. She has a keen ability to facilitate a team from vision, to strategic action planning, to implementation. She has the capacity to assess and analyze different parts of a problem and meet challenges with creative and innovative thinking. I’ve witnessed her ability to manage projects and people effectively. Another trait I’ve experienced in Mikki Jo is her poise as a communicator. While being very professional, she creates a comfortable environment and puts people at ease.” JGC, executive

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