Hiring & Performance Advisory
Expert guidance to strengthen your hiring process and performance evaluation.
How Advisory Works
Our advisory process combines a focused review of your current materials and practices with two meetings designed to understand where you are today and identify the strongest ways to improve going forward. A typical advisory moves from materials review, to discussion, to research and evaluation, to final guidance and clear next steps.
Before we meet, Dr. Wiegand reviews your current hiring and performance evaluation materials. In our first meeting, we talk through what is working well, where you’re running into challenges, and what you most want to improve.
Dr. Wiegand then digs into your specific context—reviewing the relevant research, evaluating your current practices, and identifying the strongest opportunities for improvement. In our second meeting, we work through those findings and what the evidence suggests are the best next steps. You’ll also receive a clear written summary of the recommendations and priorities discussed.
Role-Focused Advisory
A role-focused advisory covers one role or closely related job family and includes:
- Review of your current hiring and performance evaluation procedures and key materials
- Two 90-minute consultation sessions
- Research and preparation needed to support the review
- Evidence-based recommendations and prioritized next steps
Broader Advisory Engagements
Advisory needs don’t always fit neatly around a single role or job family. You may want to begin with a broader group of roles or take an organization-wide approach from the start. And you can always expand the work after an initial engagement.
In either case, we’ll shape the engagement around what makes sense for your organization, taking into account how many roles are involved, how similar they are, and how much of the process and supporting materials overlap. Contact us to discuss the best fit for your needs.
Need More Than Advice?
Our advisory work focuses on expert review, research-based recommendations, and prioritized next steps rather than creating or substantially redesigning hiring or performance systems.
Sometimes a defined piece of work is a better fit. Sift HR can take on focused projects to design or refine structured interviews, select or improve other assessments, develop performance evaluation processes, or conduct statistical validation studies. Explore Project Services.