The RDR System



The first step to having a successful business is putting together a solid team. Recruiting the right people is paramount. Yet most managers have very little, if any, training in the areas of recruiting, interviewing and building a process for hiring. In most cases, managers simply “wing it” during interviews, preferring to focus mainly on the candidate’s most recent work experience. Although important, there should be more to the interview. Much more.

The Process

Companies need a solid process for finding potential candidates; one that is complete and based on a committed reliance upon established hiring standards. This not only improves the odds of finding the most ideal candidate for the position, but it ensures that they will embrace the Company’s values and promote its culture.

Commitment to the Process

The first step to implementing a successful recruiting system is commitment. Embracing the need for an effective system and successfully training the hiring managers to use it, will cultivate success and prevent costly turnover. Clearly, turnover in any area of the Company is troublesome. Repeat turnover in an isolated area or by the same individuals may indicate that significant training is needed. It may also reflect that the structure of the position needs to be reevaluated. A failure to commit to the process and to properly train a Company’s recruiters will only result in repeated failure.

Without the best people, there will be a lag in productivity and ultimately, a plagued business unit. Recruiting based on a solid recruiting process and commitment to non-negotiable standards is an integral link in a Company’s chain of success.


Companies recognize the challenges associated with the changing nature of work and the workplace environment. Staying competitive and focused on continued improvement is fundamental. Likewise, Companies that recognize the importance of Personnel Development as a component to growth and success will undoubtedly outperform the competition.

As is typically the case, everyone wants to be better at what they do. It is natural for Managers to expect improvement in their personnel and in their productivity. Why then, do companies dedicate so little time and energy to the development of this resource? Is it for lack of training and experience in developing their employees, or perhaps there are too many distractions in day-to-day tasks, which shift focus to other areas.

The Development Plan

One of a Manager’s key responsibilities is to develop their Employees. Development is achieved by implementing an individualized Development Plan for each Employee, which will set forth a blueprint for their success, and the ultimate success of the Company.

A customized Development Plan will integrate an Employee’s skills and knowledge into their job responsibilities, and transition the Employee into the Company’s expectations.

Ultimately, the Development Plan becomes the Employee’s guide for success, and a tool used by the Employee’s supervisor to encourage and develop the Employee. Regardless of the individual’s level of experience or background, a Development Plan is immeasurably effective and a necessary component to an employee’s success with the Company.


In the Development process, Companies are able to maximize the potential of exceptional performers within the organization. These “Rising Stars” have as part of their customized Development Plan, a designated “Coach.” Their interaction is one-on-one and confidential, and specifically designed to develop the talent of the Company’s future leaders.

The Result

Elysian Management Consulting Services works with Company executives to develop a workforce, consistent with the needs of the Organization. As a result, Employees obtain:

  1. Upgraded Skills
  2. Full Potential
  3. Adaptability to Changing Demands
  4. Higher Morale
  5. Career Satisfaction
  6. Creativity
  7. Motivation
  8. Increased Productivity
  9. Flexibility
  10. Responsiveness to Company Objectives
  11. Focus


While effective recruiting and development yield success for any Company, the retention of a capable workforce can pose a foreseeable challenge. Retention does not occur by accident, nor will it happen without a Retention Strategy in place. Instead of simply structuring financial incentives that pay Employees to stay, a streamlined Retention Strategy will address the reasons an Employee might leave and explores all of the Company’s options for retaining its most valuable workers. Managers have the delicate responsibility of ensuring that even their highest producers are given the attention and motivation required to keep them on board. Understandably, good people are often ignored because they have been meeting the Company’s expectations. Yet, these are the individuals who become targets for outside recruiters ready to give them the attention they want (and need), and may not be receiving from their own Manager.


Employee satisfaction is a reliable predictor of retention. When Employers engage in practices that support good working relationships, Employee satisfaction improves because workers tend to believe the Company is using their skills and appreciating their service and commitment. Conversely, the loss of a key team member can cause tremendous damage: increased turnover, customer loss; decrease in Company morale and unnecessary lag time until a replacement is found. A solid Retention Strategy will ensure that the capable people within the Company continue to remain satisfied and ultimately, stay with the Company.


Over the collective decades, our executive team of consultants has worked in a global array of industries from small business to the largest of corporations in the world. The industries span from financial services, to healthcare, across entertainment and journalism, to legal representation and counseling. It is from this vast aggregate of experience and expertise that we base our confidence and commitment to our clients.