Module M-5 · A comprehensive selection system
Staff selection and placement
Professional help in choosing the highest-quality associates.
The most important decision
Why selection is the most important decision
The most important management, business and life decisions are tied to the selection and placement of associates. On average, decisions about selecting associates produce only one third of quality solutions.
A further problem arises when, through poor selection, inadequate people start choosing their own associates: first-rate managers choose first-rate people, while second-rate managers choose third-rate people — which rapidly erodes the quality of the staffing structure.
The two most significant problems of poor selection are an insufficiently clear definition of the job requirements and the assessment of competencies without human virtues; the greatest problems arise not from lagging competencies but from a lack of human virtues.
„With a probability greater than 90% we can choose the best candidates, those who fit the job requirements and the culture of your organisation."
Main steps of application
Methodology (9 steps of M-5)
Defining the requirements of the roles and the qualities needed in candidates
Testing internal associates and external candidates
Preparing and applying structured, guided interviews
Checking candidates for teamwork — a simulation of team work
Assigning individual tasks and analysing and evaluating the completed tasks
A second round of testing for candidates who reached the shortlist
Final interviews with the selected group of candidates
Structuring and completing the reports on candidates
Optimising the placement of associates across the available roles
Instruments
Our selection methodology uses CCSS instruments
CCSS is a complete system with three levels of filters that connects nine theoretical models with measurement instruments:
- PRES/D
- PRES/M
- Brain hemispheres model (BH)
- General value system (GVS)
- Emotional intelligence (EI)
- Social intelligence (SoI)
- Moral intelligence (MoI)
- Creative intelligence (CI)
- Spiritual intelligence (SpI)
- Political intelligence (PI)
The bridge between SBS and CCSS is Nebojša Carić, the author of the CCSS instruments. „CCSS provides the data, and people make the decisions."
Learn more at ccss.proCandidate selection programmes
A broader spectrum of selection (S-0…S-8)
Module M-5 is part of a dedicated branch of services called CANDIDATE SELECTION PROGRAMMES, covering the entire life cycle of working with people.
S-0 Training — Candidate selection system
Transfer of the methodology and tools for systematic, reliable candidate selection.
S-1 External candidate selection
Choosing the most suitable candidates from the labour market for open roles.
S-2 Internal candidate selection
Assessing and selecting existing associates for new roles and responsibilities.
S-3 Selection for workforce reduction
Objective and ethical selection during staff rationalisation processes.
S-4 Building optimal teams
Forming balanced, complementary teams in line with the job requirements.
S-5 Optimising placement across roles
The best fit of available people to the available roles.
S-6 Guiding the professional career
Guiding associates through career development in line with their potential.
S-7 Choosing successors
Identifying and preparing successors for key positions in the organisation.
S-8 Promoting associates
Assessing readiness and selecting associates for promotion to higher positions.
Preliminary price framework
Price of module M-5
We share pricing after a short assessment.
Consulting with short training — the engagement is agreed based on the number of roles and associates.
Module M-5 is a natural continuation of module M-4 (reorganisation) and the need to fill roles.
Book a strategic conversation
We will help you choose the right people for every position in your company — with a fit reliability above 90%.