Profiling to Integration

The “Breakfast of Champions” - A Designed New Hire Integration Process

Rigorous integration and executive coaching of the new hire with peers and the manager occurs at 30, 60, 90 and 180 days.

The ability to effectively give and receive feedback is an important assessment and leadership skill after the hire. Managing feedback effectively during the first 180 days correlates with emotional intelligence competencies including emotional self-awareness, self-regulation, impulse control, empathy, and interpersonal skills. Feedback is only shared with the evaluation team and with the candidate and is treated as confidential.

  • The evaluation feedback process is a structured exercise in which the Situation, Behavior, Impact (SBI) model is used to assess another person’s behaviors and comments to formulate and deliver feedback based on the impact attained.
  • At the end of 30, 60, 90 and 180 days the evaluators provide information using anonymous safe feedback to help the new hire quickly integrate in real time. During the same time-period the candidate also provides feedback to the evaluators.

This is not a performance review, but rather a description of situations and behaviors to foster maximum performance, alignment, and cultural fit.
Learning to identify thoughts (perceived impact) about why someone is behaving a certain way and how to share these thoughts and feelings appropriately is at the heart of the SBI feedback model.

Key Performance Indicators

  • Exceeds with competencies and experience offering several choices for top candidates
  • Diversity & and Inclusion candidates present in candidate list
  • Business and organizational alignment, retention, promotability and success of recruit
  • Client/Team acceptance based on feedback post hire
  • Quality survey with Clients after each search
  • Candidate feedback to Client regarding Harrington Search
  • Talent and integration “fit” ratings by client to Harrington Search
  • Time to Fill
  • On Budget