Subcon7

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  1. Why Subcon 7

We use a very powerful survey to assess likely workplace performance

It all begins with a unique and powerful survey that has been compiled from research by four different world-class productivity experts and psychologists.

7
hidden performance aspects
are uncovered

85
scientifically-based questions

80 %
of a person’s likely performance is determined from the survey

The 7 Hidden Indicators of Personal Performance (HiPP)

Conventional methods of recruitment use tools such as CVs, tests, interviews, and references to assess whether candidates are suitable or not. However, these aspects only provide around 20 % of the real picture regarding how a candidate will really perform in the workplace.

Subcon 7’s powerful survey determines up to 59 different sub-conscious strengths; however, Subcon 7 directs most focus to the seven strengths that are responsible for around 80 % of a person’s behaviour, or performance, at work.

These areas are like the part of an iceberg that is hidden beneath the surface.

This all leads to stunning results

Organisations that have adopted the same core methodologies and principles that Subcon 7 uses have seen extraordinary results. We’ll let the results speak for themselves.

0
%

Improvement in the recruitment success rate at a major marketing organisation

0
x

increase in the total number of staff employed over a decade in an ASX-listed accounting company

0
%

more sales made by highly optimistic people versus highly pessimistic people

0
Limitless

opportunities for revenue growth & profitability when you hire the best people

0
%

Improvement in the recruitment success rate at a major marketing organisation

0
x

increase in the total number of staff employed over a decade in an ASX-listed accounting company

0
%

more sales made by highly optimistic people versus highly pessimistic people

0
Limitless

opportunities for revenue growth & profitability when you hire the best people

The extra value that Subcon 7 provides

“Our scientific approach to recruitment and attention to detail is what sets us apart.”

We measure employee performance

Employee performance cannot be measured reliably by conventional methods such as CVs, interviews, references, tests, even almost all psychometric surveys. However, the seven areas that Subcon 7 focuses on are great predictors of whether a candidate or employee will be a high or low performer. We only recommend interviewing high performers.

“Wouldn’t you like to find out whether candidates are assets or liabilities?”

We dramatically cut recruitment time

Because Subcon 7 filters out low performers so that they will not be interviewed, the time spent interviewing candidates is dramatically reduced for managers. It really is a case of quality over quantity.
“The time spent on interviewing is approximately halved.”

Also, if Subcon 7 observes that a candidate is likely to be a star performer from the results of their HiPP Score, Subcon 7 will immediately notify the employer so that the employee can be interviewed ASAP – in order to lessen the risk of the star being snapped up by someone else.

Subcon 7’s quick response when managing candidates during the recruiting process impresses both candidates and employers – who expect rapid responses in this world of ever more fast-paced results.

Subcon 7’s Advantages over Traditional Recruitment

We focus on only Top Performers

Subcon 7 has a PEAK PERFORMER DATABASE that contains HiPP Scores for Peak Performers, setting a benchmark guide for employers for a large number of different job roles. Interviews are only offered to candidates who either come close to or who exceed the Peak Performer Scores, which saves significant amounts of time performing endless interviews with mediocre candidates.

“Everything within Subcon 7’s unique approach has been purposefully designed to deliver a high-value, platinum service to employers who are looking to recruit high performing people.

We assess compatibility between a candidate and their boss

Subcon 7 also determines the HiPP Score of the chosen candidate’s boss in order to determine the likely compatibility between them. Rather than rely on gut feel as is often the case during interviewing, Subcon 7’s extensive experience can determine whether there is likely to be a good fit or not; we frequently brief candidates and bosses how they can improve their compatibility by offering advice to them on how they can better communicate with each other.
“A great candidate will not last within a team that they don’t fit into.”

Employees are retained for longer

Because Subcon 7 derives deep insights from a candidate’s HiPP Scores it is able to have a good idea as to whether a candidate is likely to be the type of person who will be in a role for the long haul, or whether they will simply be a job-hopper going from one job to the next.

“Employers typically report nearly double the retention rate for candidates by utilising Subcon 7’s unique process.”

Comparison between Subcon 7 and traditional recruitment

In summary, there are at least 7 reasons why Subcon 7’s unique and thoughtfully designed process is vastly superior to the traditional recruitment process – resulting in employers saving time, money, and stress, in turn delivering high performing people that become inspiring assets, propelling their organisation forwards.
In addition to our PASSIONATE COMMITMENT to finding you high performing candidates using our WEALTH OF EXPERIENCE, Subcon 7 offers the following advantages compared to traditional recruitment methods.
* Subcon 7 Recruitment versus Typical Traditional Recruitment

Recruitment Features

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Subcon7 Recruitment: Avantages

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Traditional Recruitment: Disadvantages

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* In the table, above, Subcon 7 is NOT saying that all recruitment processes or recruiters possess all of the following disadvantages. However, based upon our extensive experience in the marketplace these are the disadvantages that keep surfacing time and again with employers regarding traditional methods of recruitment. It is these very reasons which are the driving force behind Subcon 7’s desire to deliver their unique, high value-adding service to employers.