In keeping with the theme of answering the questions I often receive when sharing our tools with companies and human resource professionals, I’d like to put the “Where does SDS work best?” question to rest. Usually people ask if we are best at finding high-level candidates for executive positions, or big numbers of entry level, volume, production workers. The answer is yes. To both—and everything in between.
It’s human nature to have the urge to quickly throw a new concept or idea into a familiar category, in order to understand it more easily and move forward more quickly. In our fast-paced world and overloaded minds, we want to say to someone “Oh, it’s like X,” so that we can cut to the chase and take action.
It’s understandable for that conversation to happen when someone first hears about Stang Decision Systems. I hear “Oh, you’re head hunters…you’re an applicant tracking system…etc.” That’s when a few well-known industry names come up. “We already use X, so we’re set, thanks.” However, I have to reply, “SDS is not like X.” That’s the point where some learning must begin, and to be honest, it’s not easy for many busy people to make a decision to create a new spot in their mind.
Sometimes it’s harder to NOT have direct competitors, because you have to spend a lot more time breaking ground educating clients. I’d like to think it’s lonely at the top. At SDS we do a lot of knowledge sharing, which ends up great when the light bulbs turn on for people and they start getting excited about something new, which can help them do their own job better. They become like excited prospectors who’ve struck gold. That’s the fun part…getting to see customers start becoming champions of what we do because they enjoy it and see the benefits to their bottom line and their culture.
So, to answer the “sweet spot” question, SDS does not fit into one category. What we do may seem too good to be true, but it’s true that our tools work for one hire or one-thousand hires—in nonprofits or for the manufacturing sector. We don’t simply track (why just track when you can rank?) We don’t “head hunt”–we look at the whole person. We integrate layers of proven methodologies and data-based tools with the human element of structured interviews and great communication.
The best part is that it’s been streamlined into an easy-to-use portal…much like an intuitive driver’s seat for a fun sports car or a pilot’s high-tech interface. The work happens in the background after we customize on both sides – the job analysis and the candidate application. The client can use as many or as few of the features available to them as they prefer, and the outcome is the same 95% hit rate on a great match for the job.
Since our process at SDS is to customize for the exact job, and then customize the application process, you can understand why we work for any hire. You need every hire to work best for you. Is YOUR sweet spot finding the right people for each of your open jobs? That’s where we fit in.