Selection Assistance

Burton~Fuller Management’s three-part selection assistance process can help you select the best candidate for key positions. Our process leverages our experienced team of consultants to tailor and implement strategies for determining fit within your organization. Data collected via the Birkman Method® can help clarify your needs and compare those needs to actual candidates. These tools along with our experience and expertise can assist you in selecting the right candidate for the position.

Birkman is a non-judgmental profile revealing how individuals within an organization are likely to act, react and feel, based on their interests, underlying motivational needs, usual behavior and behavior under stress. It is an equitable tool to help make hiring decisions when coupled with other hiring mechanisms.

Since 1951, The Birkman Method® has brought dramatic, strategic change to a long list of individuals and high performance corporations worldwide.

Pre-Selection
A Burton~Fuller Management consultant will meet with the appropriate people in your organization to gather and assimilate insightful, useful selection criteria. Giving this part of the process upfront focus will provide much needed clarity and objectivity at the time of selection.

Based on the information we gather, our consultant will prepare a clear description of the professional, management and leadership criteria and competencies for the position. We will also prepare a Birkman profile based on the pre-selection criteria. This information is crucial in the selection phase.

Selection
Burton~Fuller Management will generate a full Birkman report on the final candidates. We will then compare each candidate with the selection criteria developed in the pre-selection process and the ideal Birkman profile. We can generate areas to probe in the final interview process and assist with decision-making.

On-Boarding
To assure success and retention of the selected candidate, Burton~Fuller Management can work with internal resources to develop an intensive plan to integrate him or her into the organization. Statistics show that turnover rates among top executives average 60%. This is usually a result of a combination of factors. For one, executives often come to an organization applying the same skills and behaviors that made them successful in the past, often neglecting the subtle differences of the new organization. The organization often neglects basic information and coaching because of the person’s level. Burton-Fuller Management successfully onboards top executives by facilitating the plan with internal resources and serving as a transition coach for the first six to twelve months in the job.