i-Q | Intelligent Talent Acquisition
i-Q is a mix of methodology and technology combined. The process achieves new employee retention rates of 96% over 12 months and 93% over two years.
Most businesses don’t understand the cost of a bad hire. In fact, most business believe it costs nothing, but a poor hire can cost a company around £50,000 on average.
Most companies also normally hire a candidate based on their skills, but then fire due to a behavioural mismatch. This works both ways too – candidates can leave if the company culture isn’t what the expected, or just don’t suit their personality.
i-Q combines recognised tools, such as McQuaig® behavioural profiling along with a bank of role specific, competence-based questions which empower organisations to make better hires, improve employee engagement, retain top talent, develop leaders, and reduce the cost-per-hire. i-Q removes conscious and unconscious bias with data gathered during our McQuaig® behavioural mapping process to ensure all candidates receive a fair assessment.
Our Recruitment Process Audit™ tool allows us to calculate what your retention rate is, and what your predicted retention rate % will be, as well as your direct costs and your predicted direct costs with a full break-down report on how our calculations are made for your business.
Candidates profiles can include a profile photo, video introduction, references, executive summary written by one of our consultants, key role-specific competency questionnaire results, McQuaig® behavioural assessment and more.
Candidates like to feel more involved in the creation of their profile and what the employer will see, ensuring all of their most relevant key skills and traits are easy to find.
A simple job survey, lasting around 15 minutes, completed either by yourself or by your existing employees that hold similar positions, can produce a detailed description of the ideal characteristics you’re looking for, many of which can be inserted straight into your job description.
The i-Q Candidate Benchmarking function highlights which candidates offer the strongest match to the Key Role Competencies. It helps tackle the Gender Pay Gap by ensuring that new hires join on a ‘single gender salary/best candidate fit’ basis.
A CV tells you whether a person has the ideal qualifications and job history but usually it’s impossible to tell if a person has the right attitude until you interview them. Behavioural assessment, on the other hand, can provide you with that information in a fair and objective fashion. So, if for example, you have 10 candidates that look great on paper, a behavioural assessment can help you reduce that shortlist to a more manageable number and leave you with a much faster interview process.
If you’d like to arrange a demo of i-Q or obtain a copy of your own Recruitment Process Audit™ report, please contact:
firstname.lastname@example.org | 01727 222 558
Written by Paul Marks