The Covid-19 pandemic accelerated the digital processes of the organizations that were on the way, as well as the battle for global talent. The global economy hopes to recover the fall of 2020 and grow further this year 2021.

This battle for global talent, which is even more arduous in times to come, is not without difficulties. For example, there are many occasions when after an arduous recruitment and selection process involving many hours of effort and interviews, the candidate does not accept the economic offer they make to him by missing those valuable hours and effort invested. In other cases, the candidate is selected and accepts the offer, but shortly after entering the organization emigrates to another company and/or country. Other times, the candidate does not want (or want) to be relocated to another country or region of their own country and that does not match the organization's plans.

Additionally, and in the wake of the Covid-19 pandemic, virtual processes can be more complex in terms of detecting what candidates are looking for and what they really prefer. Remote or digital procurement mechanisms require fast & highly predictability tools in the evaluation and selection of candidates that give organizations greater certainties and help to predict a successful outcome. It is essential to know first whether the candidate's and the company's value proposition model match.

This is how our practice is born: Job Decision Making (JDM)

Job Decision Making are short-time web tools (15-30 m) that determine candidates' desires and preferences for what they seek in a working relationship.

Job Decision Making combine sophisticated statistical analysis tools, behavioral economics tools and other quantitative analysis tools to estimate, among others:

1. The weight of each of the fundamental variables of candidate’s decision that allow you to compare the organization's value proposition with that of the candidate. What does the candidate seek? Does it matter to the organizational climate? Does he/she want vertical growth in the organization? Work-Life Balance is important? What weight does it give to the supervisor or manager?
2. The "compensation threshold" or probable amount for acceptance of the offer.
   Job Decision Making allows you to estimate the most likely compensation values at which an agreement can be reached, so it offers the possibility to know first if the candidate could match in terms of remuneration the expected terms of the company. Also in some economic sectors where remuneration values have fallen as a result of the Covid-19 pandemic, JDM would optimize the expected remuneration and cost values.
3. The Employer Branding Value. Job Decision Making determines and compares employer brand values for the candidate, both from their current organization and from the organization to which they are applying, allowing to foresee the time that their cultural insertion process would take.
4. The propensity to change organization and/or country. Job Decision Making specifies the propensity to change organization and/or country allowing to estimate whether or not the candidate would agree to be relocated. Likewise, JDM estimates the propensity to change organizations, performing various simulations of scenarios that allow to visualize possible decisions of candidates when making one organization or another.
5. Variable comparisons. Job Decision Making compares the variables presented in the tests in terms of compensation, allowing the organization to visualize anoffer also in terms of intangibles ("emotional salary") attractive to the candidate and thus determine the weight of these in the candidate’s choice.

The above five points are included in a single, comprehensive general report. However, in addition, JDM allows to perform simulations of variables that are the truly relevant in the acceptance or not of the offer by the candidate, which allows the organization to have an approach to the reality of the candidate.

For the applicant, it is a quite simple tool of choice between various forms of scenarios and selection of "combos", among others, that facilitate collection times. Due to the way the scenarios are developed and updated, this are tools of minimum bias, so for the applicant it is difficult to foresee the intent and respond accordingly. Job Decision Making tools are a "healthy truth serum", in which preferences are determined in a short period of time with statistical indicators of bias control.

For the application of Job Decision Making, it is not necessary to know the candidate and the candidate can be identified only with a code for the purpose of delivering their results. By design, they become "neutral" evaluation mechanisms that serve as an ideal complement to the current tools that organizations have and save time and cost in the selection and contracting process, especially when both variables are critical to success.

Job Decision Making tools are low cost and their results are obtained in a short time, in conjunction with custom reports. These come in the executive version along with the detailed results report.

As such, Job Decision Making methods contribute not only to selecting the right candidate, but to matching the company’s value propositions with those of the company, optimizing hiring times. These methods can be managed at any stage of the organization's selection process, even before any form of interview and/or evaluation, as they provide an excellent predictive map of the candidate.

Job Decision Making can be managed to full panels of applicants in order to debug the applications that are submitted. This reduces evaluation time and contributes to a quick estimate of which applicants match the organization's value proposition.

Job Decision Making is backed by TMC’s nearly 20-year experience in talent management and research accumulated over two decades. Their instruments are constantly updated and improved to achieve better and better results and can be managed in a variety of languages. The process of affiliation and application for proof is very simple and totally digital.

Subscription alternatives combine a declining price according to the number of tests. Depending on the option taken, the models can be adjusted to the organization, even by functional area of work (sales, finance, IT, others) or structural (Executive, Non-Exempt, others.)

Job Decision Making is the innovation in digital hiring.

If you would like more information about how Job Decision Making can help you and your organization capture the best talent and reduce recruitment, selection and hiring times and costs, you can contact us