This SMART 100 profile and the information it contains is a duplication of content submitted by the applicant during the entry process. As a function of entry, applicants were required to declare that all details are factually correct, do not infringe on another’s intellectual property and are not unlawful, threatening, defamatory, invasive of privacy, obscene, or otherwise objectionable. Some profiles have been edited for reasons of space and clarity.
1. THE BEGINNING
This innovation initially came to life when…
I spent 15 years hiring the wrong Financial Services consultants , with a failure rate of 80% on over 400 employees, and attended a Positive Psychology seminar in San Diego and in 3 days found a way to reduce my hiring failures down to 18%, especially in Sales people.
Now can isolate the top 10% of candidates to interview, and top 5% to hire in 17 minutes.The System identifies the right Careers?,Candidates? and Culture options?.regards Denis Preston. 0418 640 368 .Please provide a brief history of the innovation (max 100 words)
2. WHAT & HOW
The purpose of this innovation is to…
Identify the sub-conscious weaknesses and strengths of people that drive up to 80% of their behaviour in 17 minutes. Solves problems like Staff turnover, high recruiting and training costs and dis-functional cultures and leaders and management.Profits and Optimism increase.
It does this by…
First we use our unique Profile to identify the top performers in every career, job position, and Management roles and create permanent benchmarks that all future candidates are compared against.
We also advertise differently to focus on the relevant sub-conscious weaknesses and strengths .
3. PURPOSE & BENEFITS
This innovation improves on what came before because…
The old Paradigm relies too much on advertising job descriptions not the real sub-conscious strengths of people.
Interview only the top 20% of candidates, and don’t send up to 60& of the wrong candidates to the client.
The new paradigm is focused on 80% of a persons strengths and weaknesses, not 20%. We profile up to 100 applicants per role to see top 5.
Its various benefits to the customer/end-user include…
Higher Staff Retention, less training costs, lower recruiting costs, higher Productivity and Profits, reduced interviewing time, hire the 20% of candidates that grow 80% of profits and Share value ,and divert extra cash flow to growth or shareholders.
4. COMPETITIVE LANDSCAPE
In the past, this problem was solved by…
Manual interviewing, repititious CV’S , Conscious information, access to only 20% of candidates strengths and weaknesses, interviewing too many of the wrong candidates expecting management to make the right selection of people with very little sub-conscious information prior to interviews and assessing references. Like,making Marketing decisions without enough extensive research.
Add this Scientific hiring system and flourish.
5. TARGET MARKET
It is made for…
Traditional manual recruiting, add/ adopt digital on-line, mobile provider of 80% of sub-conscious strengths, prior to interviewing.
Target markets include..
- Roles where there is existing high and expensive staff turnover.
- Consultative roles where client solutions are important .
- Roles that require left or right brain strengths identified before the interviews.
- With the advantage Benchmarking of all roles ,mentioned in the previous sections. The Scientific Hiring system can be custom designed for all roles.
It is available for sale through…
Online via Email, Video, ZOOM, Mobile phone, Workshops, Webinars and face to face for large corporate groups.
Our marketing strategy is to…
Social marketing, referrals, networking and captive groups.
FINE PRINT: This SMART 100 profile and the information it contains is a duplication of content submitted by the applicant during the entry process. As a function of entry, applicants were required to declare that all details are factually correct, do not infringe on another’s intellectual property and are not unlawful, threatening, defamatory, invasive of privacy, obscene, or otherwise objectionable. Some profiles have been edited for reasons of space and clarity.
Maven Judge Vote: True Colour People Solutions – Smart 100 2018
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