How the BrainWorks STAR Process Zeroes in on Talent

1. How the BrainWorks STAR Process Zeroes in on Talent With the impressive advances made in so many areas of business and commerce, it’s mind-boggling to consider that the majority of hiring decisions are often based on insufficient and emotional conclusions drawn early in the interview process. Predictably, that’s not the best way to make hiring decisions and often leads to bad hires. In response to this subjective and often counterproductive practice, executive recruiting thought leader, BrainWorks, developed their proprietary Talent Evaluation Process (TEP). Talent seeking consideration for something like ecommerce recruitment are evaluated according to BrainWorks’ proprietary process, STAR. This functional, practical approach stands for Seven Traits to Assess Results. Those seven traits are: Relevance of Past Accomplishments A candidate’s accomplishments are certainly not an unimportant feature of their work history—but they can be irrelevant. While an applicant’s series of video ads that doubled a restaurant’s customer base is an impressive accomplishment and peripherally involves the sale of food, CPG recruiters hiring a face-to-face brand ambassador for a chain of grocery stores would be wise to consider relevance.

2. Trend of Performance Experience is often regarded as the determiner of a candidate’s success. However, is an applicant with 17 years of experience overseeing a division that treaded water therefore a better candidate than one with five years of experiences whose division’s profits grew 400%? Performance trends are important. Educational Industry and Functional Experience That being said, there’s no question that the practical, hands-on functional and educational acumen and experience of a candidate is an irreplaceable asset. BrainWorks keeps this in mind while recruiting executive-level talent across several industries. Problem Solving and Thinking Skills Every position is unique, particularly when it comes to C-level jobs. For these opportunities, talent has to be uniquely qualified to fit. A candidate who shined when organizing and optimizing a predictable set of requirements could be entirely unequipped for a position bombarded by variables. BrainWorks takes these considerations into account and specializes in finding elite level talent. Management and Organizational Ability Evaluating specific areas of aptitude is essential. Data science recruiters might not bring in the introverted applicant who’s a genius at organizing data for the glad-handing research fundraising position, but they’d be a shoo-in for the head of the data science’s research division. Energy, Drive, and Motivational Issues The most brilliant, innovative, innately capable candidate for an executive position who prefers to “work” from the golf course probably won’t be setting any profit records next quarter. Since 1991 BrainWorks has been assessing talent to find those who are superior and will move your business forward. Personality and Cultural Fit Over the past few decades the premium put on the personality and culture fit between business and candidate has continually increased, appropriately. It’s become all too clear that those groundbreaking strategies and profit- maximizing operations outlined by the new executive tend to implode if the people meant to implement them can’t work together.

3. The time has come to begin applying the same sort of practical, results- based criteria to hiring that are applied to virtually every other facet of modern business. Discover the future of your business at https://brainworksinc.com/