Why use the Selection Process?
An integrator suitable for your company running on EOS®
The SP helps you understand what you need your Integrator to do, and we use the Visionary’s Accountability Matrix to delineate responsibilities between the Integrator and Visionary.
Multi-dimensional assessments & interviewing
The Selection Process involves a series of assessments, ranging from psychology surveys to phone and in-person interviews to understand your candidates on multiple dimensions.
EXPERT reports, debriefs and guidance
After collecting hundreds or thousands of data points we guide you through our findings and make our recommendations through comprehensive reports, with the People Track in mind.
How the Selection Process Works for Integrators
STEP 1 Define
TIME 1 DAy
This includes quantifying accountabilities, priorities, time allocations, and success factors.
An Avatar is the ideal set of behaviors, culture fit, and personal skills that exemplifies the perfect candidate.
Requirements can includes years of experience, skill sets, education background, and salary expectations.
STEP 2 Screen
TIME 1 WEEK - 1 MONTH
In the screening process, we create an Integrator description using high-converting recruiting language to find candidates from the highest quality national sources, then conduct a rigorous screening process that includes a phone interview, an email screen, and in-person interview.
We network with potential candidates, post online to attract talent, and screen resumes.
During the phone screen, we take the time to confirm resume & job requirements, discuss desired salary, and ask job-specific questions.
At this stage, we use email to gauge responsiveness and follow-through, evaluate writing abilities, and consider core value alignment.
STEP 3 Analyze
TIME 2-3 DAYS
During analysis, we thoroughly assess the behaviors, skills, and characteristics of candidates that would make them ideal Integrators. We get data on all dimensions of employee characteristics, and condense the raw data into easy-to-understand reports.
We take a closer look at behaviors, cultural fit, personal skills, and critical thinking abilities.
We compare candidates to the avatar, identify additional questions, and determine candidate direction.
A review where we ask focused, behavior-based questions, probe job fit gaps, and understand leadership needs.
A deep-dive interview process to understand any issues or gaps, as well as follow up on performance check insights.
STEP 4 Accelerate
TIME 1 DAY
Once we’ve honed in on the ideal candidate, we shift gears into getting them up to speed and working to execute your Vision as soon as possible. The acceleration stage begins after the Integrator has started, and consists of a debrief to share our assessment results and recommendations for maximum effect.
We offer a leadership assessment, results debrief, and leadership coaching in preparation for your newly chosen candidate.
We also provide a profile debrief, and individual coaching to get the recruit up to speed as quickly as possible.
In the final stage, we have a joint debrief with all parties involved, reviewing the comparison report and the scorecard with the new hire for the first time.
Integrator Selection ProcessMetiss Expertise for companies running EOS
Job Accountability Matrix
Posting Game Plan
4 Bundled Assessments
New Hire Onboarding
Here are some of the reports and assessments included in addition to hands on coaching, briefing, and debriefing throughout the process:
Who is The Metiss Group?
The Metiss Group is a team of experts in behavioral science, and for the last 20 years, have been leveraging scientific rigor to discover and recruit talent for organizations with specific cultures and needs.
The three service pillars of our innovative platform comprised of Employee Selection, Performance Acceleration, and Organizational Health are designed to help businesses grow and fulfill their potential.