Talent Readiness Diagnostic

The role to be filled has a clear mission brief, validated by stakeholders.

We know precisely what made previous hires for this type of role succeed or fail.

The role's success criteria are measurable, not just a list of skills.

A formal integration journey exists for new hires.

The new employee's first 30 days are already planned before they arrive.

A buddy or mentor is planned to support the transition into the role.

The company's values translate into concrete behaviors, not just words on a wall.

A new hire can easily decode our organization's unwritten codes.

We can explain our culture with concrete examples, not generalities.

The role's manager is available to support the new hire's first few weeks.

The manager gives regular feedback, not just at the annual review.

The manager is ready to adapt their management style to the person hired.

The workstation, access and tools are ready before the start date.

Formal check-ins are planned at 30, 60 and 90 days.

We regularly measure the success of our integrations, not just turnover.