When it comes to vendor selection, 39% of the decision comes down to the sales person’s competence*, so it’s clearly important to select, retain and develop the right people for your team. * HR Chally

Candidate Selection
Position Profiles - Skill profiles are available for sales, technical, administrative, executive, and management positions. These profiles have been developed based on literally hundreds of statistically validate studies to identify the skills that predict on-the-job success based on top performers.
Interview Competency Guides - A structured interview process with evaluation forms that provide the skill-based questions and example answers to objectively evaluate a candidate’s potential on-the-job behavior relative to the predictive skills for the position profile.
Online Assessment Capability - A user-friendly candidate selection system with access 24/7. Assessment results are delivered via the online system within one business day. The assessment report measures the candidate’s critical on-the-job strengths and weaknesses relative to the predictive skills for the position and provides the manager with coaching techniques for weaker skills.

Evaluation and Talent Deployment
Organizational Development Analysis (ODA) - A method to evaluate and measure workforce incumbents on the predictive skills required for success in multiple positions. The results from the ODA process are used for employee skill gap identification, succession planning, development, and talent deployment. The ODA is also used to identify key training priorities. ODA results provide management with the confidence to make more objective decisions.
 Succession Planning (Specific Role) - The ODA allows an organization to assess all the individuals in a specific role to determine which individuals have the predictive strengths, practical intelligence, and analytic ability required to succeed in the next level.
Development Planning (Group or Team) -The ODA provides the organization with the information necessary to determine the development needs in any group or team assessed. By averaging the scores of all individuals in the group, it is possible to determine what predictive strength areas indicate a need for improvement. It is also possible to determine which individuals in that team have the highest predictive scores and the lowest, in order to design an appropriate training intervention.
Individual Promotability - The ODA allows supervisors and human resources staff to review any individual’s predictive strengths when determining promotability. While the ODA results alone would not be sufficient to make the decision, combined with other subjective data, such as 360º reviews and performance reviews, the ODA provides the objective, predictive input necessary for a decision that has a better chance of being successful.
Performance Management - The strengths-based assessment results are a powerful, objective tool to be used in the performance management process regardless of the technique or system used to evaluate performance. Performance management tools are generally based on the subjective evaluation of a manager, supervisor, or in the case of a 360º, an entire team. The results provide objective predictive benchmarking data to partner with the typical subjective data when creating development activities or discussing career development.

Search and Selection
Using advanced profiling techniques Advantus works to ensure the right person is pre screened, interviewed and shortlisted. Working within the Technology and Telecoms sectors Advantus specialises in recruiting at CEO, COO, CIO levels as well as Senior Sales and Sales Management personnel.