Management Consulting


What does full scope recruitment look like?
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​For  Employers hiring new Employees
  • First, we meet to discuss a needs analysis and an internal analysis, then maybe review any internal succession plans
  • If you have a JD, great, otherwise, we create a Job Description
  • If you know what you want, great, otherwise, we create a screening criteria
  • If you have an online presence, great, otherwise, we develop a marketing plan to attract candidates
  • If necessary, we can create and conduct telephone screenings
  • If your recruitment process is built, formalized, transparent and established, great, otherwise, we build a defensible interview process
  • I encourage Harrison Assessments, but maybe you prefer something else to determine candidate fit and skills
  • We conduct necessary checks like reference checks, education verification, security clearance etc. as needed. If you have standard templates, great, otherwise we draft an offer letter which is reviewed by the manager and supervisor as needed
  • If you have an onboarding and orientation process, great, otherwise, we prepare steps for a great first week
  • If you have retention questions, great, otherwise, we develop 30/ 60/ 90 day questions to ensure fit and success

The hard work in the process has the ROI (usually) of lower turnover, lower rates of job dissatisfaction, and reduced 'presenteeism'.

What is a Total Rewards assessment?

For Employers reviewing Pay Policies, Practices and Programs
  • In general terms, Total Rewards are the payments resulting from an organization's strategy: how will we attract, motivate, retain, engage and develop our employees.
  • Sometimes phrased as a 'tool kit', the employer adjusts base pay, benefits, incentives and other monetary or non-monetary offerings (one side of a value proposition).
  • The results of these efforts by the employer is a team of employees who are productive and satisfied. Secondary results are sometimes achieved and the related cost savings are garnered: lower employee turnover, increased innovation and creativity, lower absenteeism and presenteeism.

In general terms, 'compensation' is the term which describes the total rewards that serve to motivate participants in the organization to do the right thing. The art and the science of rewarding success requires planning and deliberate effort, with a long term focus as budgets are approved and adjusted.
Q: How do we measure the now, the desired end goal, and intermediary steps between?
Q: What red thread links org strategy to a vision? 
Q: What is the company story, and how do we ensure the participants of this story are prepared for challenges in the workplace and at home*.

* If that is part of the plan.

Conversations about 'pay' should be informed, transparent and conducted with integrity and honesty. We can create a visible link between pay and performance with time together asking these questions.