Our Services

---

Competency frameworks lay out a plan and architecture to ensure the organization's complete needs are being met. Organizations often start with competency profiles to  address their first priority (e.g., recruitment), but do not consider other applications (e.g., career development) that should be part of their Talent Acquisition and Management system. We design frameworks that meet all your organization's needs in both the short and long term.

Competency identification and development often involves a long and tedious process only affordable by organizations with larger budgets. We streamline this, building from extensive libraries developed using the latest Artificial Intelligence and Machine Learning proprietary technologies to create competencies and profiles targeted to your organization’s needs. 

Managers often rely on interviewing techniques that are outdated, unreliable, and biased. This could leave your organization open to complaints of discrimination and result in costly and reputation-damaging lawsuits. We deliver well-researched defensible behavior-based interview training, tools and programs targeted to the specific competencies required in the job.

Properly defined, job competencies provide a framework for career systems and development that allow employees to explore and select career options for advancement within your organization. This improves employee engagement, retention, and enthusiasm for the work performed, contributing to your organization’s overall success. 

Maintaining an effective workforce that meets your organization’s needs in both the short and long term can be a challenge. Competencies provide a framework for:

• defining employee requirements that support your organization's strategic goals and vision,
• determining existing workforce competencies, and
• establishing gaps between the current state and targeted future state.

This enables the identification of key human resources activities – e.g., recruitment, selection, organizational design, targeted training, etc. – to address organizational gaps. 

Encouraging and supporting diversity, equity, and inclusion is a goal for most organizations. It is not only the right thing to do, but makes social and economic sense. Diverse and representative organizations are better able to relate to and meet the needs of the communities they serve. We have a proven track record in determining and advancing the needs of diverse groups within organizations, particularly in relation to women in non-traditional and leadership roles.