Ceros, Inc. can help you hire the best person with a much greater success rate impacting profits to your bottom line and synergy to your staff soon as you make the hire.

Steps to improve your hiring success rate:

Ways to improve your hiring success rate, Success Stories included.

1. Benchmark

Design a benchmark of what is needed from the position’s perspective. Generally you want to hit at least an 80% match, but you can get much higher. You can identify key traits that are critical to success in the position and eliminate key traits you don’t want in the position. Read a success story.

2. Assessment

Assess the final 3-5 candidates after you apply the usual background check, early interviews, etc. Now contrast these finalists to the benchmark. Either you will find none fit, or one or more fit your benchmark. If none fit you can still hire, but address gaps or chose to seek more candidates for a better fit. Read a success story.

3. Feedback

Consultant feedback is critical in the hiring process. They can tell you where the strengths are validated and what gaps could be problems. They also can show you if the candidate will work well with you and why or why not, as well as how they will blend with the team. Read a success story.

4. Interview Questions

Final interview questions can be easily developed that will address and validate strengths and experience gaps to help you pierce their wall. This is really critical to determining which of the final candidates is going to give the company what it needs. Read a success story.

5. Training Needs

Determine training needs when candidates are contrasted to the benchmark. Rarely do candidates bring everything 100%. By identifying gaps you can focus on training to ramp up the needed area. This allows new hires to be confident and more productive quicker instead of waiting 6 months and hoping it works out. Read a success story.

6. Determine Cost

Costs are very affordable compared to what is generally accounted for in new hires. One bad hire can cost more than using this tool in ten good hires. Add the expense of removing even one bad hire, and don’t forget the benefits paid, and it just becomes an obvious right thing to do. Read a success story.

Employers hate to pay tens of thousands to buy someone out, wait 2-6 months of getting someone else in, and losing productivity along the way, all while stressing out the staff that have to pick up the slack. Guessing you can hire the right person only seems cheaper, till you hire the wrong one.


These steps go beyond the traditional hiring process and when perfected with the critical tool needed in each position, your success rate will go up dramatically. Over time you can apply past good and not so good candidates profiles to the job position zeroing in on what traits are critically needed or not desired in the position. Once you experience the impact of this, you will never want to hire blindly again. Best guessing just isn’t good enough nor is it good business in today’s world.

Do be careful to not throw money away and buy just anyone’s pitched assessment package. Many show lots of numbers and measurable scores but they may not be critical to the hire. All tools need to be evaluated by the consultant and apply candidates experience. Some traits or scores may be deal breakers as individual items, but often, allowance for some gaps is necessary. But better to know what those are going in, rather than find out later. It is one you can’t correct or compensate with training.