How can your recruitment and selection be efficient and effective at the same time?

What the iWAM measures can explain over 40% of performance in a role. This means, if you know what motivations and attitudes characterize high-performers, you might want to look for those with similar patterns.

We are not saying you should use the iWAM and its modeling feature, the Model of Excellence, as a single basis for making hiring decisions.

What we recommend is to use it as a screening tool so that you can interview first the candidates who are more likely to become high-performers: saving time, saving money, improving results.

Also, using the motivational language suggested by the iWAM helps you craft recruitment language that attracts more potential high-performers and less potential low-performers!

Click here to see how to attract talent and identify the best with the iWAM!

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