Vague requirements.
Those in charge have different expectations or mix essential requirements with what can be learned.
ONBOARDING
Getting hiring right starts
before the first day.
Connect the needs of the role and your company culture
with the evidence from candidate assessments.
Get a reasoned recommendation and an onboarding plan
to help you make the decision and prepare for day one.
Shared criteria
Assessment in context
Prepared integration
THE CHALLENGE
A strong candidate
needs the right context.
An interesting career history doesn't automatically determine what the role needs, how the company operates, or what support will be required at the beginning.
Establishing these references allows for evaluating candidates using shared criteria and preparing for a smooth and consistent integration based on expectations.
Difficult to compare readings.
Each candidate is evaluated using different references or with information that still needs to be verified.
An unprepared arrival.
The person joins without clear expectations, sufficient resources, or a reference to resolve doubts.
OUR APPROACH
Plan selection and onboarding
together.
We connect the company's needs, the contributions of each candidate, and the conditions necessary for a successful start.
ROLE AND CULTURE
What the company needs
We will define the role's contribution, its responsibilities, skills, and conditions. Culture provides the reference for how work and collaboration are done within the organisation.
What is essential and what can be learned?
ASSESSMENT
What does the candidacy offer?
We connect the candidate's experience, evaluations, and professional information with the agreed-upon criteria. We explain their strengths, differences, and areas that warrant further investigation.
What information supports the recommendation?
INTEGRATION
How to prepare for their arrival
We anticipate the learning, resources, and support the person will need. We prepare an integration proposal with their supervisor and the team.
What do they need to start clearly?
A recommendation that can be easily explained.
The professional review connects each conclusion with the available information and the context of the role. It highlights the strengths and identifies any key questions that need to be addressed before a decision is made.
What common criteria do we share?
Work and context
- Contributions and Results
- Responsibilities and Autonomy
- Requirements and Conditions
- Culture and Collaboration Style
Application Information
- Career and Experience
- Relevant Skills
- Necessary Knowledge
- Preferences and expectations
Preparation for arrival
- Initial learning
- Resources and access
- Key contact person
- Follow-up conversations
The requirements are linked to the job. The experience declared, evaluations, and evidence of performance are interpreted by differentiating the value each source provides.
WHAT YOU RECEIVE
Understand the recommendation.
Prepare for the person’s arrival.
Criteria, conclusions, and next steps related to the position. Explore how they help in choosing and preparing for arrival.
ESFERICALONBOARDING
EXAMPLE: CUSTOMER SUPPORT
A shared reference
01
EssentialUnderstand the enquiry and log the case.
02
CheckHow the candidate prioritises work and when they ask for help.
03
LearnThe product, tools and internal criteria.
A shared reference for evaluation
We define what the person needs to contribute, what initial requirements are necessary, and what they can learn during onboarding. This guide informs the evaluation and conversation between managers.
- Necessary responsibilities and skills.
- Essential requirements and potential for learning.
- Team culture, conditions, and context.
It helps to align expectations before evaluating candidates.
Let's finalize your next onboardingDocuments, assessments, materials, and support are finalized once the scope is agreed upon. The final decision regarding integration belongs to the organisation.
HOW WE WORK WITH YOU
From what the role requires
to the new hire’s first steps.
Prepare for the new hire’s arrival.
Give the first few weeks a clear purpose.
Integration connects the evaluation with daily work: what to learn, who to consult, and how to clarify expectations from the outset.
We agree what you need.
We review the role, the culture and the team context. With the people involved, we agree the criteria, candidates, sources and scope.
We assess the candidates.
We gather professional information and agreed-upon assessments. We relate this to the requirements and delve into the relevant aspects of the role.
We explain the recommendation.
We present the conclusions, the reasoning behind them, and any points that require further consideration. This provides the organisation with a clear basis for making their decision.
We prepare for the next steps.
We propose learning opportunities, resources, mentors, and ongoing support. We clarify with the manager and the team what support will be implemented.
WHEN CAN WE HELP YOU?
An informed hiring decision.
A clearer start.
A new position
When you need to fill a vacancy or strengthen the team and want to define the specific skills and conditions required for the role.
Align the assessment with what the role requires.
A changing role
When the organisation evolves and the new employee needs to adapt to different responsibilities or ways of working.
Update the criteria before evaluating candidates.
An upcoming arrival
When the person has already been selected and you need to organise what they need to learn, practice, and agree upon with their manager.
Set expectations and provide support from day one.
THE STARTING POINT.
An onboarding plan
that fits your organisation.
The company culture and the role provide references for evaluating candidates and explaining what it means to work in the organisation.
We start with the existing analyses, review their relevance, and agree on how to complete any necessary steps. This ensures that the selection criteria and the preparation for arrival are aligned.
Cultural DNA
The values and working methods that accompany the strategy. This provides a reference for interpreting the context and preparing for integration.
Understand Cultural DNAJob Analysis
The contributions, responsibilities, and skills required. Clarity about what is expected from the beginning.
Understand Job AnalysisBEFORE WE BEGIN
Questions
you may have.
The scope is tailored to the onboarding process you need to prepare.
Can we work with existing candidates?
Yes. The project can focus on evaluating already identified candidates and preparing the integration of the chosen person. In the proposal, we will specify who provides the candidates and which phases are included. If you need assistance with sourcing or recruitment, its scope must be clearly defined before starting.
Do we need to define the culture and the role?
These are the references for interpreting the fit. We review the available information about the role, its requirements, and the company culture. If you already have Cultural DNA or Job Analysis, we will use them and verify their validity. If further information is needed, we will agree on how to obtain it.
What tests or assessments are used?
The process is tailored to the specific role and the decision that needs to be made. Relevant professional information, interviews, and assessments of skills or knowledge can be used, depending on availability. The chosen tools, level of involvement, and dedication are specified in the proposal; the same set of tools is not automatically applied to all roles.
How are the candidates compared?
The candidates are evaluated against the agreed-upon criteria for the role, while maintaining visibility of the different information available. It explains which conclusions are supported and which questions require further investigation. The recommendation guides the decision-making process; the organisation retains the responsibility of making the final choice.
What does the integration proposal include?
It defines the context and learning needs of the individual, the resources and support that need to be prepared, and how to review the initial steps with their supervisor. The details of the sessions, materials, training, and support that will be provided are outlined in the project scope.
What if the person has already been selected?
We can focus the proposal on preparing for their arrival: reviewing the expectations for the role, prioritising learning, and securing the support of the manager and the team. Additional assessments are only considered when they provide relevant information to achieve this objective.
Who has access to the candidate information?
Before starting, the purpose of the evaluation, the necessary information, and who will review it are clearly defined. Individual results are treated confidentially and used for the agreed-upon purpose. The proposal outlines how the conclusions will be shared with the relevant parties.
How long does it take, and what does it cost?
The specifics depend on the role, the number of candidates, the references available, and the agreed-upon evaluation and support. Before starting the project, we will define availability, scope, deliverables, participation, timeline, and investment.
WE WILL PREPARE YOUR NEXT HIRING PROCESS.
Who do you need to hire?
Start with the role.
Tell us about the role you need to fill or the person about to join.
We’ll propose how to assess candidates and support onboarding.
Position and candidatesEvaluation and integrationTimeline and investment
Request a hiring proposalAn initial, confidential, and non-binding conversation.