What's the difference between professionals? br>Learn how to identify them

Present and Future

Hiper

Hipos

They stand out for their high performance, work capacity and highly positive professional history. Are the best in what they do and are proud of their accomplishments. They may or may not show potential for development or dexterity to take on a superior role.

With great willingness to change, they demonstrate the potential, ability and aspiration to evolve and reach higher positions. Feeling challenged and valued, they can offer more and more to the organization. Their quick learning ability and ability to manage changes, however, may not be as visible to less-trained eyes or immediate assessments.

Millenials or Generation Y: how to identify young people with potential that emerges early in the career, even before it substantial and consistent results? The process responds basically to 3 questions:
Tested and proven: the results of the high performers are consistent and do not give rise to doubts. They know your activity and play like no one else. So it is very easy to identify them:

Aspiration

Who can reach the highest positions in the company?

Aspiração

Who seeks to be recognized for the best performance in their function?

Ability

Who will be effective in the most challenging roles?

Ability

Who can best perform this function?

Engagement

Who is personally committed to the larger goals of the organization?

Engagement

Who is deeply committed to the results of their activity?

Professional Profile

Intellectually curious: they research intensely
View the scenario broadly
Show intense appetite for challenges
Position your projects on the offensive
Correlate many data and generate new information
Generate authentic solutions and creative connections between possibilities already known
Synthesize data for decision making
They consider obstacles as opportunities to innovate
Demonstrate dissatisfaction and even rebellion about the status quo

Professional Profile

Demonstrate high level of expertise and technical
Dominate your activity and the best tools
Ensure control over the indicators and variables of your process
Challenged by goals and pursuing higher and higher results
They achieve superior results even when performing complex activities
Use analytical basis to generate effective solutions
Implement processes and are able to replicate successful models
They made their decisions based on the positive track record
Avoid risks and uncertainties

Our work

Success Matching Concept

The Follow model of performance was developed to promote the maximum assertiveness in hiring, so we rely on a previous analysis of the organizational culture versus expectations and challenges that the professional should find.

We have highly trained professionals to conduct each stage of the process.

Company

Professional

Implicit Factors

  • Environment
  • Prestige
  • Culture and philosophy

Implicit Factors

  • Talents
  • Aspirations
  • Personal goals
Synergy & Compatibility

Explicit Factors

  • Segment of action
  • Career path
  • Development Opportunities
  • Remuneration

Explicit Factors

  • Skills and Abilities
  • Behavioral profile
  • Professional experience
  • Academic education
The adherence of the scenario and organizational culture to professional skills
goes far beyond the relationship between pay and performance.

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