Has your organization spent time, money, and energy on recruiting and training new employees who either did not measure up or did not stay long enough in the organization?
Would you like to find employees who are just right for your organization, who will progress alongside your organization towards new personal and professional horizons?
Today, the combination of increased employee turnover, diminishing labor pools, and corporate risk management concerns, coupled with aggressive competition and rising expectations of the global marketplace, has heightened the need for effective Human Capital Development solutions. Indeed, a bad hiring decision may entail significant costs estimated at 20% to 200% of an employee’s annual salary, depending on the position.
In this reality, Adam Milo fulfills a real need for effective recruiting tools that ensure an optimal job fit between prospective employees and your organization. Enabling a knowledgeable recruiting process, these tools are the first essential step to forming a winning team.
So how can you choose the most suitable candidates?
By letting professionals take much of the guesswork out of the equation and assist you. Alternatively, you could gamble with the future of your organization.
Adam Milo specializes in assessing candidates’ job fit for various positions and organizations, along with pre - promotion assessment processes for incumbents. With the conclusion of a professional occupational assessment, there is no need for guesswork and one can predict, with high probability, how a prospective employee will fair in his or her new position.
Types of Assessment:
Full Assessment
A full assessment comprises a comprehensive, in-depth assessment of all the parameters deemed necessary for a candidate’s success on the job. This kind of assessment is especially advisable when running high chances of recruiting an unfit candidate, when the final candidates for a position are narrowed down to a small number, and when the position at hand is a complex or managerial position. Usually lasting between eight to nine hours and administered at our offices, a full assessment consists of a personal interview, computerized tests, pencil and paper tests, group dynamics, personal questionnaires, integrity tests and more. At the end of this process, the client is provided with a clear recommendation presented in a full, comprehensive report integrating all collected material and measurements. The report summarizes the candidate’s profile and his or her fit to the position and the organization along with a clear recommendation specifying the degree in which the candidate is likely to succeed. In the event of several candidates undergoing a full assessment, we can provide a comparative report analyzing and comparing between candidates and recommending the fit candidate.
Partial Assessment
The partial assessment is ideally designed for the initial screening of large volumes of candidates trying out for one position (such as in mass recruitments), as well as for checking the job fit of candidates for specific occupations, such as employees in call centers and sale centers. Adam Milo tailors partial assessments according to relevant needs and positions. A partial assessment will usually include one or more of the following assessment tools:
Assessment for senior positions:
How are candidates for senior positions assessed?
We have developed the VIP service for assessing candidates for senior positions.
The assessment of high-ranking employees requires utmost sensitivity and uncompromising discretion. Through our longstanding engagement in this field, we have developed a special expertise in assessing and recruiting candidates for senior positions.
A dedicated team meets the candidate in person, privately and confidentially. We offer the possibility to conduct the assessment at the candidate’s premises, a hotel, or any other location – in Israel or overseas.
Our holistic, in-depth assessment day includes an evaluation of the candidate’s stress management abilities, his or her ability to solve crises, cope with changes and more. We also offer the possibility of outdoor training as a means to evaluate candidates.
The Silver Ace model presents an additional means to guarantee the senior candidate about to enter his or her new position .The model is an efficient, innovative special tool offered to decision makers in an organization – both as a screening tool and as an empowering tool for managers on the job and upon assuming their positions.
Our renowned VIP service offered to candidates includes a personal assessor, lunch, a private room, a choice between undergoing testing in a hotel room or in any other location, and the possibility of receiving personal feedback at the end of the process.
Recruitment process outsourcing (RPO) is a definition of a process where an employer or company outsources all or part of its recruitment activities and needs to an external service provider.
As an HR leader in today’s business market, we are asked to think of ideas on how to more strategically manage the HR talent in different organizations. The pressure to optimize the recruitment activities and talent management is immense. So, one begins to wonder whether outsourcing the recruitment to an outside company is a potential solution.
The Recruitment Process Outsourcing Association defines RPO as follows: "when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance".
In all cases, RPO differs greatly from one company to another in that it assumes ownership of the design and management of the recruitment process and the responsibility of results in accordance to the companies' needs, profile and characteristics. The distinction between RPO and other types of staffing is that in RPO, the service provider assumes control over the process.
The RPO has lower costs because the economies of scale enables them to offer recruitment processes at lower cost while economies of scope allow them to operate as high-quality specialists. Those economies of scale and scope arise from a larger staff of recruiters, databases of candidate resumes, and investment in recruitment tools and networks.
We, in Adam Milo, offer a higher quality of recruiting because the commercial relationship between us, as a RPO provider, and a client is likely to be based on specific performance targets. With remuneration dependent on the attainment of such targets, Adam Milo will concentrate your company's resources in the most effective way. Traditional internal recruitment teams are less likely to have such clearly defined performance targets.
As you can see, there is a sustainable amount of reasons why your company should hire the services of RPO from Adam–Milo.
Skills tests
General intelligence and specific skill tests, (technical skills,
comprehending instructions, reading financial data and more).
Personality test
A self-reporting test which provides information on up
to 30 character traits relevant to the intended position.
Trustworthiness/Integrity test
The Veritas test which simulates questioning, and
succeeds, using innovative and sophisticated methods.
CV management system that enables effective work,
storing information and management strategies
for recruitment.
Automatically resumes receiving and construction
of candidate cards, Facilitates the entire recruitment
process.
Produces comparative reports and detection
of candidates on the basis of job shedding.
For over 50 years Adam Milo had been
a leader & innovator in Talent Assessment,
Development & Recruitment.
With over 500 professionals, world-wide presence, and combination of deep methodology and cutting edge technology, we’ve helped thousands of companies to perform better through optimizing their most valuable asset - people.
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