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BSG'S TALENT TOOLBOX

Over 30 years' experience at the highest levels of talent strategy, acquisition and optimization, developed into a complete set of tools for your benefit.

our suite of talent tools
Adaptive Tools & Insights
Understanding and effectively executing across the four tenets of executive hiring—talent strategy, assessment, strategy, acquisition and optimization-- requires commitment, experience and definable, practical metrics and guidelines. For more than 20 years, BSG has operated internally across a defined set of proprietary parameters to ensure the highest success rates possible for our clientele. As we leveraged our experience to develop internal structures and systems that are inherently optimized for these best practices, we realized we could take our knowledge and abilities much further by designing and implementing a suite of tools that could be used both internally and externally to drive better results across all areas of talent management. We invite you to get to know and use these tools both as part of our search delivery, as well as for needs you may have beyond retaining us for a specific search engagement.

The BSG Talent Toolbox

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Culture Fit Survey

The research-accepted best proxy for company culture assessment.

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Team Fit Analysis

Team and individual psychometric assessments to give hiring company comparative insights into candidate behavioral profiles.

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Executive Integration Assessment

A software-enabled platform for managing and delivering 360 degree executive surveys at key cadence rates to monitor newly hired executives.

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HireTelligence

A self-paced, mobile-optimized, software platform delivering training content to teach all levels of the organization how to hire and train effectively.

RRA

RRA—Recession Resilience Agility

Psychometric assessments that stress-tests an executive’s leadership “grit”.

Key Uses
culture-fit

  • Pre-hire candidate culture “fit” assessment
  • Company-wide culture identification & assessment
  • “Culture benchmarking” of smaller company working groups against the entire organization as a whole
hiretelligence

  • 1st time training of newly promoted supervisors/managers who will be responsible for hiring for the first time
  • Training for existing managers who are faced with a surge in hiring needs into their area of responsibility
  • Training for existing managers who have struggled in the past with accretive hiring and/or employee retention/high turnover
exec-integ

  • New hire onboarding
  • New hire engagement
  • Existing employee performance management
RRA

  • Pre-offer hiring assessment against specific “resilience agility”
  • Existing executive team assessment and
  • Leadership gap analysis for pre-pivot “storm proofing”
  • Existing employee performance management & targeted executive coaching— There's growing evidence that the elements of resilience can be cultivated/coached.
team-fit
  • When considering promotion of internal “step-up” candidate into new role
  • When considering referred candidate through company network for new hire position with no search firm involved
Key Talent Literature
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DAVID & GOLIATH: THE ART AND SCIENCE OF THE UNDERDOG SEARCH

In my last post titled, “When a Seemingly Perfect Candidate May be Fool’s Gold”, I presented a candidate case study we call here at BSG a “false positive.” This time I’m directing the focus to the opposite—the risk of rejecting a great candidate just because they don’t have the perfect looking profile. Said another way, how to avoid the mistake of rejecting a “false negative” candidate. In contrast to false positives that look like a Ferrari but drive like a Yugo (no offense, I’m sure they were fine cars…), false negatives engender unexpected delight in their ability to outperform first impressions. Remember Susan Boyle from the 2009 season of Britain’s Got Talent? Read More

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THE "ATTITUDE-APTITUDE" CURVE - DR. DAN'S WEEKLY WAG

Top of mind this week is what two recent search candidates referred to as either the “Attitude-Aptitude” curve or—my personal favorite—“Bull**** to Dollars”. Of course, these immediately recognizable euphemisms refer to how much we’re willing to put up with “difficult” people, and it generally implies the following logic—if you’re going to be a PITA, you better bring some serious value to the table. Read More

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WHEN A SEEMINGLY PERFECT CANDIDATE MAY BE FOOL’S GOLD

If you’ve been tasked with hiring talent, you’ve no doubt experienced the gravitational allure of “love at first sight” when you encounter such perfect “visible spectrum” specimens. Who can blame you? They appear on the horizon as shining rays of light delivering the promise of bending the space-time continuum in your favor by dramatically shortening the length and capacity demand of your search. It’s analogous to a dreaded meeting ending earlier than expected and with twice the anticipated productivity. When does that happen? Read More

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WHO IS BSG? AN INSIDER LOOK AT OUR EXECUTIVE SEARCH FIRM

We get asked a lot of questions. That is natural—after all, when you're considering who to place your trust in for a high-level upcoming executive search you're going to need to cover all the details up front. But in our 20-year experience we have detected a clear pattern of the most frequently asked questions and concerns from prospective clients.

We've gone ahead and compiled them here, as answered by Managing Director Clark Waterfall. He's (quite literally) heard it all and answered it all before. We invite you to join him and get to know BSG.

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Ready to work with BSG Team?

We help the best in the business find the best their business.