Marathon Human Resources Consulting Group Ltd.

Description

Understand how your employer or future employer makes staffing decisions. What are their needs, processes and accountabilities? How can you interact with them not only to provide a synergy of competency but to make it easier to become engaged with them, helping to provide solutions to their problem? Prepare for every encounter with a decision-maker.

We provide professional consulting expertise to develop Interview Processes which will enable interview teams to make objective and informed decisions regarding candidate suitability and ‘fit’. Formal interview protocols also ensure an ethical and unchallengeable interview process; increase the confidence of those making the hiring decisions to ultimately find the right person for the future leadership role. The issues of interview format, questionnaire preparation, interview panel preparation, interview scoring, and decision making, are some of the important elements of this service.

Brian Duggan CHRP C.I.M. Brian is a co-founder and President of Marathon Human Resources Consulting Group; he is a seasoned counsellor and Human Resource Professional who has extensive experience working with leaders and employees in the public and private sectors.

Marathon Human Resources Consulting Group Limited is committed to delivering exceptional HR consulting to support your organization’s needs. We provide direct, constructive and developmental feedback to individual and corporate clients.

Managing the Future Succession Planning is about managing the future of your organization, to ensure that the talent and potential is available and prepared to assume leadership roles. A generation ago, this was not a hot issue. Today, and for the foreseeable future it is a "front-burner" issue for every organization. Why? - you may ask. Numerous factors have brought the talent and leadership issue to where it is today, but the singular factor that is most readily apparent, and already impacting many businesses and industries, is the "Baby Boomer" Phenomenon. A stark reality; all these folks born in the late 40's and early 50's are reaching the age where they can now exercise the retirement option, and many are opting to do just that. Compounding this very significant reality, is the fact that, based on recent and valid studies, for every two "Boomers" who leave, or intend to leave, only one qualified individual is joining the organization. The talent pool is shrinking. One can quickly deduce that competition for top performers with exceptional potential will become increasingly intense.

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