Educational Leadership Consulting
HIRING & RETAINING TALENT
Our tools give organizations a unique perspective that has proven results in both hiring and retention.
ZeroRisk Hiring System Partner for Education
The ZERORISK Hiring System is a pre-employment assessment tool with position-specific benchmarks and custom behavioral interview guides designed to help you hire the right candidate. Our assessment measures clarity of thinking and emotional intelligence.
SUPERINTENDENT HIRING
We support School Boards and Search Consultants with a pre-selection assessment that is a private, confidential process. Governing Boards establish goals and priorities, adopt policies, and represent the community sets the framework for what happens in schools. However, the most challenging task for most Boards is whom to put your trust in as the Leader. Finding the right Superintendent who will engage students, staff, community and families requires the best person who fits with where the District is in its journey today -- the person who can lead the District to even greater excellence.
HOW WE HELP
In the initial round(s) of interviews, we offer the Board insight into each candidate’s thinking processes using a system that blends a revolutionary science and technology that measures the candidate’s valuing. The assessment goes beyond personality traits and behavior by objectively measuring his/her value structure and emotional intelligence competencies.
This scientific tool gives Governing Boards an edge in the interview process by providing understanding of each candidate’s thinking processes. The profile explains the attention level that the candidate gives to three areas: relationships, results, and rules/policies. Each of these areas impact the candidate’s effectiveness in leading staff and in working with Board members, families and the community. Knowing each candidate’s decision-making processes provides a more informed basis for exploring the degree of fit in your District during the interview.
In the final round of interviews, our comparative analysis details similarities, difference, and challenges that distinguish the candidates. For this round of interviews we provide additional tailored questions for each finalist. Attached is an example of final round interview candidate’s analysis that the Governing Board / Search Consultant would receive.
The process each candidate experiences is efficient and simple. His/her confidentiality is always protected. Each candidate who moves to the interview round receives an email to complete the value profile assessment. The profile takes 15 minutes to complete. The Board receives the profile summaries and an analysis of each candidate’s decision-making processes along with questions that support the Board in exploring the candidate’s thinking.
KEY ADMINISTRATOR HIRING
We provide the Recommending /Hiring Officer and Search Consultants with insight into each candidate’s thinking processes using a system that blends a revolutionary science and technology that measures the candidate’s valuing.
The assessment goes beyond personality traits and behavior by objectively measuring his/her value structure and emotional intelligence.
This scientific tool gives Selecting Officials an edge in the interview process by providing understanding of each candidate’s thinking processes. The profile includes questions to probe so that the interviewers can assess the fit the individual has to the culture and the unique characteristics of the position.
The profile explains the attention level that the candidate gives to three areas: relationships, results, and rules/policies. The scientific approach of assessment provides key insights to the candidate’s Emotional Intelligence, resiliency, and tolerance for risk.
WORK FORCE HIRING
The cost of a poor hire is truly unknowable. We can identify the cost of training and the wages. But the costs related to the energies of the supervisor in developing the person, the morale impact on the team, and the efforts required to remove a poor selection are not calculable. Our hiring tool lowers the risk of a poor hire.
Our hiring profile system has lowered turnover. It becomes a part of your online application process. Recommending and Hiring Officials are provided insight to each candidate’s thinking. With the assessment, we provide insight into how each applicant’s thinking about people, results and rules fit with your culture. Questions tailored to the applicant’s thinking are provided so that interviewers can assess if the past behavior and thinking patterns of the candidate will work well or be a fit for the working environment.
The system includes tailored reports and question banks designed for the following positions:
ON-BOARDING REPORTS
The first few days and months set the stage for a person’s success with the new team. This report provides key steps for onboarding. The guide is tailored based on the individual’s thinking dimensions. It includes preparation steps, timelines for check-ins, and key feedback tips that support the new hire’s effective integration to the new position and team.
An option for administrators is his / her personalized Thinking Report that gives essential insights about his/ her “thinking blind spots.” These blind spots may lead to mistakes. Equipped with these perspectives, administrators can become aware of his / her thinking patterns so the mistakes are avoided.