Whether you are an in-house or outside recruiter or a Human Resources manager, our Candidate Fit Profile™ lets you assess whether candidates will fit the culture of an organization, before even speaking to them. This allows better matches at quality levels and greater turnaround speeds. And reduces onboarding time and surprises. 

For 22 years, our international team of Ph.D. academics and consultants have used sociology, anthropology, psychology, biology, and management practice to study organizational culture at the DNA level. This has allowed them to translate the elements that make up a successful company-candidate match into a proven algorithm. 

The Candidate Fit Profile™ (CFP) is a two-step survey designed to help organizations select and recruit candidates who will be a better fit into their culture. The organization completes our Organizational Strategic Alignment™ (OSA) assessment to provide a snapshot of the current culture and climate. The candidate takes an identical survey which is overlaid on this OSA, providing one more important tool in selecting the right candidate for the company the first time. The OSA portion is made up of everyone in the specific department, division, plant, or company that is seeking to add employees. 

Today, we are making our approach available to those forward thinking Talent Acquisition managers that are ready to innovate in their field.

Are you one of them?

The New Interview Model

ASSESS THE CULTURE

Our Organizational Strategic Alignment™ (OSA) assessment lets you describe your organization across 24 scales. It uses common business terms to map the existing strategy, mindsets, behaviors, and processes.

UNDERSTAND THE CANDIDATE’S PREFERENCE

By completing a quick and easy assessment, candidates describe the type of organization which they would ideally work for. They use the same 24 dimensions as the organization used. 

USE OUR PRODUCTS TO COMPARE THE TWO PROFILES

We overlay the candidate’s scores on the organization’s OSA to give a detailed picture of the reasons why a match would or would not be a good idea. Also, you’ll instantly see where there is room for mutual concessions and where you can play your role as match-maker.

HAVE A MEANINGFUL INTERVIEW

By the time you and the candidate sit down to discuss the position, you already know where you want to focus the conversation. Rather than spend time exploring, you go straight for the topics that really matter. 

DISCUSS THE RESULTS

Our reports allow you to objectively discuss why a certain candidate would fit into the culture or where they might struggle. And which concessions would need to be made to recruit a particularly desirable candidate.