In order to show how a machine works, you take it apart. To see how a living entity functions, you must see it in unity in its natural surroundings. The milewalk methodology helps companies and individuals simulate these surroundings to ensure a successful match. Factoring in the outer influences, as well as the internal needs, is the key to making this happen.
We believe, and have built our methodology on, the premise that organizations need to broaden their approach in evaluating recruits. Most employers include typical criteria of skills and experience, but omit the most critical factors such as the candidate’s cultural fit and reasoning and decision-making processes.
Our research indicates that organizations need to evaluate cultural fit first, capabilities and achievements second, and specific experience third. The order is vital in ensuring not only a successful recruiting campaign, but also in establishing a long-term relationship with the employee. While we consider the cultural, capability, and experience components to be core to the process, we feel the candidate’s emotional factors as well as external influences such as current employer, family, and confidants are equally important. This follows the theory that people buy with emotion and justify with logic. Without a clear understanding of the candidate’s emotional decision points, companies often find themselves merely hoping for success rather than building the highest probability of achieving it.