Creating a career pathway by embracing and developing a strong professional brand that effectively communicates your value proposition is key for transitioning to new opportunities. In essence marketing your skills, achievements, work history and credentials will propel career growth and successful career progression. We have created a unique “brand tool box” that allows for branding across multiple platforms so your professional DNA gets communicated effectively and puts you front of line with key hiring decision makers.
Our programs are custom designed to fit each assignment and done under the supervision of team experts in career and executive coaching. We provide specialized workshops for on site learning in a number of areas including redeployment, preparation for internal job applications, supervisory skills, senior leadership development, engagement strategies for managers and preparing leaders to deal effectively with mergers and acquisitions. Our delivery models reflect each organization’s desired outcomes and typically are offered in both one-on-one coaching and workshops related to managing change and preparing staff to transition to a new business model. Career Management is essential to keep skills relevant and providing the best conditions for advancement and alignment with changing goals, challenges and business objectives.
Internal Career Transition
Internal career transition prepares employees to advance or change roles within their organization. Supporting employees to improve their careers is viewed as a tremendous value add by companies offering this specialized support. This strategy works well with companies wanting to empower their people to take charge of their own career development and not rely on others to drive the process.
Upward mobility or lateral moves to learn more skills is also a great retention tool in keeping talent from leaving and engages cross generational demographics to better cope with opportunities and take action.
Assess for Success
In today’s business environment, many employers don’t have time to adequately identify and assess the job roles needed – much less the individuals to fill those roles – in their organizations to achieve their strategic objectives. Career Compass Canada provides a wide range of resources to help businesses identify and analyze job competencies, develop competency models, and perform comprehensive assessments on individuals, teams and the entire organization. In addition, we can work with the client’s assessment tools or customize our solutions to fit the client’s needs in order to provide a more effective assessment strategy.
To efficiently achieve the company’s strategic objectives, every role in the organization must be well-defined and aligned with those strategic objectives for the role to effectively contribute to the success of the organization. Competency modeling helps an employer identify and define the roles and career paths in the company, as well as the skills, proficiencies and characteristics employees need to be successful in those positions. With a proper competency model in place, businesses can be assured that roles throughout the organization are aligned and that they support the company’s strategic objectives. Additionally, solid competency models allow the company to recruit and hire qualified individuals for positions, while providing the best fit for an employee’s career path and the organization’s overall performance strategy.
Individual, Team & Organizational Assessments
Whether hiring, transferring or optimizing productivity, employers must continually analyze and develop an individual’s potential in terms of performance, engagement, leadership and alignment. The same continued analysis of potential holds true for teams and organizations. Career Compass Canada provides a comprehensive assessment approach along with consulting expertise to build a road map that helps bridge the gap between factors that limit and those that free individuals, teams and organizations to achieve higher results and a more effective and successful business.
Assessment and Selection
Selecting the Perfect Candidate for the job and the Boss
Ensuring candidate skills match job requirements for success in the role is one challenge. Ensuring a compatibility and fit match with the immediate boss can be a tougher challenge – especially if the boss isn’t aware of the essential traits for compatibility.
A construction company executive felt extremely frustrated when he experienced consecutive employee turnovers in one of his direct report roles. Feeling desperate, he agreed when the Vice President of Human Resources suggested that he use a behavioral assessment to assist in the selection process to match candidates for the role and his behavioral style.
The Career Partners International Solution
An insightful strategy proposed by Career Partners International kept the recruiting manager involved while preserving the confidentiality of the leader’s assessment results. This solution included:
- Dynamic behavioral assessment – CPI performed a comprehensive evaluation of the leader’s performance traits.
- Position success profile – CPI developed a profile factoring in both the executive’s preferences and the position requirements.
- Sourcing, selection, candidate assessments – The recruiting manager used the success profile for pre-screening and administered CPI’s assessment tool.
- Candidate matching – Experts within CPI reviewed candidate assessment reports and identified only two out of 12 pre-screened candidates as likely compatibility matches for the leader’s unique profile.
Using each candidate’s assessment report and customized behavioral interview questions developed by Career Partners International , the leader conducted interviews and made the final selection decision. Career Compass Canada provided two follow-up reports – one providing employee management insight for the executive, the other providing the employee an awareness of his own strengths and opportunities for development in the position.
Based on the use of the selection process and the follow-on aids, the employee has a high probability of performing and working well in the position and with the executive. Using only the cost of turnover compared to the fee for the services of CPI , the Return on Investment (ROI) for this assessment and selection process was conservatively calculated at 25 times the investment. With less stress, fewer interviews and significant savings that go straight to the bottom line, what organization can afford to ignore such dramatic results?