Talent Selection

Challenges
How We Help
Solutions
FAQ
Testimonials
Helpful Resources

More Efficient and Successful Talent Selection

Searching for the ideal candidate is a lengthy and challenging process—hiring someone that possesses the job skills, interpersonal competencies and aligns with the organization’s culture demands extensive recruitment and organizational resources and often results in a high margin of error. Technical abilities and industry experience are important factors to consider, but they won’t optimize the hiring process to maximize employee retention.

High-performing employees need passion to feel satisfied and motivated, technical skills to accomplish tasks, and a high degree of self and other’s awareness to navigate interpersonal dynamics. These critical factors are underpinned by unique sets of behavioral traits inherent to the individual. There is no “right profile” that guarantees success, and stereotypes can be misleading.

35% of executives are concerned about ineffective hiring decisions.

Some challenges your company may face include:

Poor culture fit and misaligned values

High turnover rate

Inefficient interview process

Ineffective onboarding processes

Misalignment of the job role versus the candidates’ interests

Bias to hire similar personalities

The Birkman Method Helps You:

Determine whether the tasks and responsibilities within the job role align with the candidates’ occupational interests and motivators
Identify the unique, underlying social expectations that each candidate requires to thrive on a team
Manage the stress behaviors that risk a candidate’s morale and productivity

Craft deliberate interview questions to have a more helpful conversation to determine whether the candidate’s style and the job align
Understand if a candidate’s personality is suited day-to-day work or if there may be a higher risk of burnout
Identify the career interests and natural strengths that energize each candidate

Frequently Asked Questions

Q: How is Birkman best used for Talent Selection?

A: It’s important to note that The Birkman Method should be used as a supplementary part of the hiring process but not used in isolation. You’ll have the most success finding candidates when you consider Birkman’s depth of insight in conjunction with the person’s experience, references, education, and interviews.

Q: What assessment results do clients typically share with hiring managers?

A: It depends on how familiar the hiring manager is with Birkman. If they are highly familiar with and use Birkman throughout the employee lifecycle, the manager may see the complete Birkman report before the interview for the most fruitful understanding of the candidate. A hiring manager with little to no knowledge of Birkman would use a self-interpretive text-only report that shed light on topics like:
• How to work with you
• Handling conflict
• Your strengths
• Your possible challenges

Q: When in the hiring process do you recommend giving the assessment to candidates?

A: We recommend starting new employees with an in-depth conversation regarding their results within their first week. Self-awareness for the employee is essential to help support their professional success. Beyond sharing personal assessment results with the employee, having the hiring manager discuss the entire team’s personality dynamics with the new hire can be an opportunity for them to understand their new peers and manager in relation to themselves.

Q: What best practices do you recommend to protect us as an organization as we consider using an assessment for hiring?

A: Birkman has not encountered any legal challenges to date from clients using the Birkman assessment with their employees or job candidates. If your company is sensitive to legal concerns, we discuss support and liability as a part of the Master Services Agreement review including counsel.

educe Turnover Case Study Cover

Download the Free Case Study on how Birkman helps with retention.

How Companies Use Birkman to Improve Hiring Practices and Reduce Turnover:

“We’ve all experienced working for organizations that focus on what’s wrong and try to get us to fix it. It’s a negative and demoralizing approach. Birkman helps us identify and leverage our strengths to address any challenge. That’s so much more appealing and fits with our culture. My conversations with employees are enlightening. They express such gratitude for that self-awareness that illuminates their path and gets them to where they want to go. We are about to reintroduce the concept of Appreciative Inquiry which, while highly effective, can sometimes be considered soft and philosophical. To give it a solid foundation, we pair it with Birkman, our rock in leadership strategies.”

Fredrick Palmer - Director of Training and Organizational Development
Laguna Development Corporation

"Birkman is a transformational experience that will serve you throughout your life. As a Master Certified Birkman Consultant, I use it with my clients for everything from leadership development, career management and team building to selection and hiring. The Needs and Stress component is especially unique and helpful for clients who are adjusting to the ever-changing world of work. The Birkman team feels more like a family, a long-term community of professionals who support me. I provide feedback from the field, and they often implement my recommendations."

Terry H. Hildebrandt, Ph.D., MCC, MCEC - Master Corporate Executive Coach, Organization Development Consultant, and Certified Coaching Supervisor

“The Birkman was able to identify not only his desire and drive to win, but also his caring about his players.”

Mary Ruth Burton- Owner
Burton-Fuller Management

“The Birkman helps our leaders really understand how to really get the best out of each other.”

Carmen Loturco- Vice President of Talent
Sage Hospitality

Interested in Birkman Solutions or Need More Information?