Behavioral assessment for recruitment
Picking the right people should not take forever — it can happen in a matter of days. You don't have to rely on what people say about themselves and hope it's true — you can see who they really are. You don't have to gamble whether the candidate is a good fit — you can match them with a jeweler's precision. And even in this "talent deficit market" — you can have candidates compete passionately for a chance to get your offer.
Behavioral assessment for recruitment
Picking the right people should not take forever — it can happen in a matter of days. You don't have to rely on what people say about themselves and hope it's true — you can see who they really are. You don't have to gamble whether the candidate is a good fit — you can match them with a jeweler's precision. And even in this "talent deficit market" — you can have candidates compete passionately for a chance to get your offer.
POINTS OF FOCUS
Truth
Stop having to rely on what people say about themselves and start relying on what they actually do
Match
Understand the mind of each candidate and get people who truly fit the company culture
Desire
Gamify the hiring process and generate a higher interest in your offer from the candidates
Efficiency
Cut down the hiring cycle and lower recruitment costs, while bringing mis-hires to a minimum
THE PATH
Company needs
Defining the needs of the hiring company now and in the near future
Areas of improvement
Identifying the benefits and the problems of the existing recruitment and adaptation model
Profiling
Defining the expectations from the new hires
Game plan
Creating a new recruitment and adaptation model including behavioral group assessments
Tactics
Creating the structure and content of the group assessment sessions, which will allow us to achieve desired outcomes
Referees
Determining who takes part in the process, their responsibilities and authority
Rules
Creating a clear logic of making decisions on the candidates in the assessment process
Rehearsal (if needed)
Giving the new system a trial run to see if any tweaks are needed to perfect it
Game on!
Launching the new system, looking in awe at the results and wondering why we didn't do it sooner
Peter Antonets
behavioral influence expert ▪︎ co-founder ▪︎ trainer
✧ 38 years old
✧ 16 years in sales/negotiation
✧ 10 years in team management
✧ 5 years in team training
Peter is a field player and has done everything he teaches. That's why the training is all about practice, not theory, and based on handling real situations the participants bring to the table, not games or case studies. As a behavioral psychology expert and practitioner, Peter employs advanced coaching and training methods. They allow to empower people not only on the level of sharing intellectual concepts, but on the level of delivering direct experiences and profound personal insights. This deeply engaging work makes a true difference that lasts, because it is not just educational — it's transformational.
Peter Antonets
behavioral influence expert ▪︎ co-founder ▪︎ trainer
✧ 38 years old
✧ 16 years in sales/negotiation
✧ 10 years in team management
✧ 5 years in team training
Peter is a field player and has done everything he teaches. That's why the training is all about practice, not theory, and based on handling real situations the participants bring to the table, not games or case studies. As a behavioral psychology expert and practitioner, Peter employs advanced coaching and training methods. They allow to empower people not only on the level of sharing intellectual concepts, but on the level of delivering direct experiences and profound personal insights. This deeply engaging work makes a true difference that lasts, because it is not just educational — it's transformational.
Peter Antonets
behavioral influence expert
co-founder ▪︎ trainer
✧ 38 years old
✧ 16 years in sales/negotiation
✧ 10 years in team management
✧ 5 years in training
Peter is a field player and has done everything he teaches. That's why the training is all about practice, not theory, and based on handling real situations the participants bring to the table, not games or case studies. As a behavioral psychology expert and practitioner, Peter employs advanced coaching and training methods. They allow to empower people not only on the level of sharing intellectual concepts, but on the level of delivering direct experiences and profound personal insights. This deeply engaging work makes a true difference that lasts, because it is not just educational — it's transformational.
FIND ANSWERS
How to find the best fitting people with the least effort and expenses?
How to increase the percentage of people in the company who truly share its goals and values?
How to give managers an opportunity to spend less time on individual interviews?
How to not to miss good people who are not good at interviews and pass on mediocre people who are only good at presenting themselves?
How to increase ROI in the hiring process?
How to lower the risks of mis-hires?
How to involve managers in the recruitment process, while increasing their level of responsibility and hiring competence?
How to bring excitement and life into recruitment, which helps recruiters and managers love their job more and makes candidates much more engaged?
How to avoid missing candidates who don't fit the job they applied for, but fit another relevant profile perfectly?
How to decline a candidate without hurting the company's image, but actually making it more attractive?
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