The SME dilemma
When it comes to hiring top talent, SMEs have it tough.
While SMEs hire 70% of the workforce, top prospects are naturally drawn to MNCs with the brand recognition, stability and benefits to attract the cream of the crop – at least, on paper.
The truth is, you can hire the best – and most street smart – talents in the job market. All you need is a way to identify candidates with practical intelligence. (i.e., The intelligence to think practically and on their feet!)
And this is exactly what we do best.
Business solutions for SMEs and MNCs
Make smarter, insights-driven decisions
At Saindex, we are committed to building solutions that give business owners deep insights into what matters most to their company – people. Using our contextual intelligence-driven assessment tools, you can uncover:
Hiring
StreetSmart Hiring
• If a candidate has “street smarts” and “bao ka liao” potential
• What job candidates are really thinking
• Whether a candidate is ready to take onthe position on offer
• How other factors (i.e., family matters, personal issues) may influence their readiness to perform at their best
• The possibility of this candidate being a ‘flight risk’
• …and more
Teamwork, collaboration
GroupFlow
• Whether your teams have the “ingredients” to flow and collaborate seamlessly
• Any potential “group flow blockages” and areas for improvement
• Individuals who may be ineffective in their current role (and need a switch)
• Managers who have plateaued and cannot keep up with the demands of their position
• If employees truly believe your vision, or if better communication is needed
• …and others
The science of better decision-making
Contextual intelligence
Contextual intelligence is the readiness to comprehend and interpret information within its relevant context, and this is what makes our solutions stand out.
Rather than simply gathering data “as it’s presented” (for example, in a resume), we dive deeper into a person’s thinking and uncover what’s being said explicitly – and what’s hidden beneath the surface – to reveal a person’s true mindset and readiness to either take on a new role, excel in their current one, or work well with others in your business.
Our assessment tools give business owners insights that are grounded in relevant context, so you can make well-informed decisions on hiring, promotions, teamwork, and more.
Connect with us
Fresh thinking, enabled by Saindex
Make better informed, insights-driven decisions for your business – starting today.
Practical intelligence is how to make sense in business.
It’s also called contextual intelligence,
or simply, street smarts.
In hiring, our practical intelligence system helps you:
- Sort through job applications, quickly and organically
- Spot street smart candidates
- Set realistic expectations for candidates
- Build a pipeline of potential hires, whom you could also refer to trusted business partners
- Gain insightful analytics on the people that matter in your business (also referred to as “people analytics”)
Practical benefits
Let your stars shine
Allow your best employees to front your company as ambassadors, giving them an opportunity to shine and be recognised by candidates.
Simplify hiring
Stay focused on hiring candidates to fill necessary positions in your business.
Save time, lower costs
Improving your hiring ROI by finding ideal candidates in less time and with less effort.
Build your reputation
Develop a strong reputation as an honest, transparent employer.
Let candidates shine
Allow candidates to express themselves fully, beyond resumes and stereotypical interviews.
HOW IT WORKS
Saindex’s 3 Simple Purpose-driven Steps
You have done all the book smart part checking, skills checking part, but what about the unspoken intangible things – can they really just get things done? What ifs..?
Make informed
business decisions
giving you the insights and analytics on employees and job candidates.
SPOT-ON CASES
Perfect For Businesses That Want To Grow
StreetSmart Hiring
Candidate was found to have “one-leg-kick” (i.e., “Bao Ka Liao”, “everything can do”) potential. Some personal issues were also flagged to the employer.
The candidate was hired as one of the company’s founding employees. She was found to be an all-rounded who could perform various tasks well, and went above and beyond to help the company. This employee was quickly promoted to manager level.
However, she resigned after 2.5 years due to unresolved personal issues and family commitments.
The findings are accurate.
