1. During a first step, DiLORE Group facilitates the Talent Management process - a brain storming- leading to the definition of "key accountabilities" for each position within the organization. Key accountabilities are the critical goals and key business successes the job is accountable for producing. When defined, they serve as a reference point in producing our Job Profile.
2. The second step consists in developing a Role Profile, which is a survey completed by Key Stakeholders within the organization that identifies ideal competencies according to three talent categories: rewards/culture, behavioral traits, and job attributes. This "Job Profile", once completed, sets the standard for maximum and desired performance in this job. Our Job Profile provides a comprehensive report on the culture/values (the 'why'), behaviour (the 'how') and attributes (the 'what') required by the individual for him/her to achieve maximum performance within the job.
3. The third step consists in the production of the Personal Talent Report, an in-depth candidate/employee assessment that takes approximately 40 minutes to complete. Our Personal Talent Report provides a summary of a person's talent in comparison to those areas outlined in the Job Benchmark report. Within you company's overall selection and development processes this report reveals the WHY (values), HOW (behaviours), and WHAT (attributes) an individual can contribute to the job.
4. The final step in this process combines the interview process, including Behavioral Based Interview Questions, with the job benchmark and the assessment program analysis in order to decide who has the set of attributes and skills with the best fit to the job.
It should be noted that the process involving so many variables, there is no right or wrong answer to the by the candidates.

DiLORE Group intervenes once the Human Resource department has identified potential candidates to move forward in the hiring process. Finding the right person starts with clearly defining the job. We call this "benchmarking." We use a scientifically validated process for determining the ideal behaviors, motivators, and thinking patterns required to deliver superior performance in the given position. Candidates are then evaluated for their fit against these benchmarks. The result is the ability to make data-driven assessements and reduce hiring risks.

With today's tighter labor market, keeping your top performers is critical. If you have just hired someone new or want to decrease your turnover, our retention solutions can help. We use scientifically validated processes for determining whether you have the right people in the right jobs. We teach you the most effective way to train and motivate each valuable employee. We also identify ways to tailor a position to best leverage someone's strengths. People who love what they do will perform better and remain with the organization.

Having a cohesive team that communicates well and work with great synergy seems to be a daunting task to accomplish. We use a scientifically validated process to assess your teams. The result is your in-depth understanding of the unique attributes of your team members that will help to break barriers by allowing people to better understand and empathize with each other.

Where performance laggs or does not meet requirements, interventions are needed. Maybe your sales team does a great job of business development but a poor job of closing sales. Or, your accounts payables group is always behind, even though you have increased staffing. Perhaps your team needs to be more cohesive. Where performance laggs or does not meet requirements, interventions are needed. Our performance management solutions can identify the underlying issues and work with you to solve them. Like all of our solutions, we use a scientifically validated process that provides objective and measurable results. Yet, our solutions are uniquely tailored to your unique situation. You will have a clear understanding of your team's strengths, how to leverage them and how to motivate top performance.