Selection before hire. Thanks to our extensive benchmarking, your candidate will be compared to your specific performance expectations, compared to the workplace/environment in which the job will be performed, compared to a prospective peer group member and compared to the personality and management style of the prospective supervisor, with tips to the supervisor on how to focus and motivate this candidate.

Here’s the big difference:

The Omnia Profile®. Because The Omnia Profile® is interpreted by a professional analyst, we can compare one short-list candidate to another!

Professional Partnering. Before undertaking the risks of a professional partnership, it is appropriate that all prospective partners share their Omnia Profiles. Our Professional Partnering service is sensitized to the need for success, the dangers of a weak link in the partnership, the temptations to follow stereotypes in making assignments (for example, that he should be CEO and she should do the back office work). When a partnership fails, the collapse is usually followed by a failure in the friendship… or the marriage.

Career Planning. Ever wonder why the senior executives get golden parachutes, while the middle level employees get pink slips? Omnia offers four self-outplacement services:

·Omnia’s electronic career advisor. Visit www.CareerMaze.com.

·The Omnia Profile® with a career-minded interpretation and a booklet describing career choices that don’t require behavior modification, in other words, naturals, organized by educational level.

·The Omnia Career Counsellor®, a 40 to 60 page book starring the Subject of the profile—everything from researching companies to letter and résumé-writing, preparing for the interview, even negotiating an offer!

· The Omnia Career Counsellor® workshop (often combined with The Omnia Career Counsellor® described above)—a full day of practice with the tools of career selection and planning and a chance to work with a professional facilitator.

Team Building. Some people need leadership roles and others need to be able to make a team contribution; some people are natural communicators, analytics, coaches, mentors, checkers or double-checkers, worriers, wonderers and everything in between. Few managers want a team made up of identical personalities.

Succession Planning/Perpetuation Planning. Owners of small businesses do not want their children to fail. Not everyone is meant to manage and lead. Often, it can be better to give the kids a lesser role and a salary or sell out and give them the money. On the other hand, what a joy it is to discover a successor who has the right "stuff" or who, following a few years on a development program, has a high probability of rising into effective leadership.

M&A Due Diligence. Acquiring a company always means acquiring its personnel (along with its technology, Book of Business, presence in a new market or complementary industry). Profiling staff before acquisition is desirable, but not always possible. Profiling staff of the acquirer and the acquired allows the acquirer to keep the best of both, and not always achieve economies of scale by discharging employees of the acquired company.

For more information on this Omnia service, e-mail us using the opportunities@Omnia.cc button below or call us at 1-800-525-7117. (Outside north America, call +1.813.254.9449.)