Alberto Venturini

Talent Acquisition Supervision

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Alberto Venturini | The value of human resources
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HR Supervision | Talent Acquisition

Every wrong hire costs between 2 and 4 salaries. And 9 months you won’t get back.

The selection process is one of the riskiest in a company. Not because of the recruiter’s cost, but because of the cost of the mistake: onboarding, training, team climate, lost time.

“It takes 9 months to realise you made a wrong hire. I understand it in 90 minutes. Because I know exactly what to look for | and what people try to hide.”

Supervise your process →
Free first call30 min to understand your needs
Tailored selectionNo profile treated as a number
27+ yearsOf hiring and HR experience
The problem

Selection mistakes that keep repeating

01

“The search brief is always vague and the candidates presented are never the right ones”

Without a detailed, shared profile, every recruiter interprets it their own way. The result is a pipeline full of wrong candidates and a selection process that drags on endlessly.

02

“In the interview they seemed perfect, but after three months they don’t work out”

Soft skills are evaluated with method, not instinct. Without a clear evaluation framework, you hire the people who sell themselves best | not those who produce the most.

03

“You don’t know how to evaluate the critical competencies for the specific role you’re hiring”

Every role has different key competencies. Evaluating a controller like a salesperson leads to systematic mistakes that keep repeating. You need tailor-made evaluation tools.

The solution

Structured supervision over the entire selection process

From needs analysis to contract signing: supervision at every stage of the process. The goal is not to find a candidate. It’s to find the right person, on the first attempt.

  • Structured briefing: profile definition with role success KPIs
  • High-impact job description: attractive for the right talent, selective for others
  • Support in candidate evaluation (CVs, calls, interviews)
  • Behavioural and values-based assessment tools
  • Supervision of the final decision and onboarding plan
Book the diagnosis →
9 mo.average cost of a wrong hire in time lost
2-4xsalaries: total cost of a wrong hire
90’to understand whether a candidate is truly the right one
The method

How we supervise the selection

01

Role briefing

Structured session to define what is really needed: technical skills, soft skills, cultural fit, growth expectations. The brief that changes everything.

02

Strategic job description

Rewriting the JD to attract the right candidates and discourage the wrong ones. A mediocre JD produces mediocre applications.

03

Candidate evaluation

Interview support with structured evaluation frameworks. Scoring by competency and behaviour, not general impressions.

04

Supervised decision

Final comparison of shortlisted candidates with comparative analysis. Personalised onboarding plan to reduce the risk of the first 90 days.

Free resource

Evaluate your selection process in 5 minutes

Discover how many systematic errors your current selection process has and where to intervene to reduce the costs of wrong hires.

Take the evaluation →
What it analyses
  • Quality of search briefs
  • Structure of evaluation interviews
  • Selection criteria and scoring
  • Onboarding process for new hires
  • Hire success rate over the last 12 months
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Start now

About to hire
someone important?
Don’t do it alone.

External supervision on your most critical selection is worth many times its cost. The first evaluation is free.

Supervise the selection → Limited availability | contact me before the decision
Frequently asked questions

FAQ

The direct cost of a wrong hire is estimated between 2 and 4 gross annual salaries for the position (source: Society for Human Resource Management). Add indirect costs: time lost in selection, team impact, poorly served clients, loss of know-how and litigation risk in case of dismissal. For managerial positions, the cost can exceed 10 times the annual salary.
An effective selection process starts with a detailed brief that defines not just technical skills but also critical soft skills, values and performance expectations in the first 90 days. It continues with an attractive and selective job description, structured interviews with standardised behavioural questions, objective candidate scoring and an onboarding plan defined before the person joins.
It is professional support throughout the entire talent acquisition process: from profile definition to candidate evaluation, through to the final decision. It doesn’t replace the recruiter but ensures every choice is made with method, reducing the risk of systematic mistakes that keep repeating.
Soft skills are evaluated through structured behavioural questions (STAR method: Situation, Task, Action, Result) and situational questions that put the candidate in front of real scenarios. Instinct isn’t enough: you need shared evaluation frameworks, defined scoring criteria and structured comparison between evaluators.
It depends on the role. For operational positions, 2–3 structured interviews are sufficient if the process is well-designed. For managerial or senior positions, at least 3–4 steps with different interviewers. The most common mistake isn’t doing too few interviews, but doing many without defined evaluation criteria: adding steps without structure doesn’t reduce error.
An effective job description describes the real context of the role, the expected results in the first 90 days, the characteristics of the person who will succeed and | an often overlooked element | what makes it interesting to work at that specific company. Generic job descriptions attract generic candidates.
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