On average, studies show that every time a new recruit enters a company at mid-management level or above, the ripple effect of the new hire impacts 12 other employees. This clearly demonstrates the importance of, not only getting the right skill set in a new recruit, but also the right cultural fit. Stanton House can work with you to identify the right behaviours and attitudes that will make a new hire successful in your organisation.

Your new employee can still fall at the final hurdle, the first 100 days in role.
Industry studies show that employees instigating structured first 100 day on-boarding plans experience greater productivity and retention rates for new hires than those who have no structured plan.
Stanton House have done extensive work in this area and are able to help you frame your first 100 day plans.

But... are you applying the same selecting rigour to the desired behaviours for your organisation? How do they influence people? How do they deal with conflict or critical feedback? How does their approach fit with your culture?
Culture is king and, at Stanton House, we like to play a part in getting this part of the fit right. We want to find out about the behaviours of your most successful people and share a point of view on the culture fit of the individuals we present to you. We ask questions of our job seekers to ensure we have a point of view on their culture fit. This rigour can be critical to finding the right person, not just filling a job.