HiringFind the right people for the right seats
of wrong hires caused customer loss
of small businesses make a wrong hire
of small businesses have job openings
Anyone who’s had to make a hiring decision can immediately identify with the anxiety of “the right call.” If that’s you, you’re responsible for finding a candidate who:
✚ Clearly understands the role
✚ Fits your company culture
✚ Is passionate about your business and the position
✚ Has the right personality traits and driving forces
✚ Brings the skills and experience that you really need
Daunting? We agree.
The wrong decision could mean team friction, poor performance, tough learning curves, and ultimately…high turnover.
Assess the factors that mean success for your potential employees:
What gets them excited and how do they naturally communicate?
What motivates them to succeed?
What skills or experience do they bring to the role?
The Role Benchmarking Process
The Role Benchmarking Process can be used across the entire company – in every department. It is broken up into five phases, and each phase builds on the one previous.
1. Identify Key People
We interview your Subject Matter Experts. These are people that have a direct connection to the job in question, and their expertise will help us create the benchmark. We can’t move forward until you understand why the position exists, how success will be measured, and how it fits your company’s overall strategy.
2. Define Key Accountabilities
Key accountabilities are not the same as a job description. Primarily, accountabilities define what the position is responsible for accomplishing. We help you create a succinct summary of 3-5 critical goals for the role.
3. Create the Benchmark
Each Subject Matter Expert will take the TTI TriMetrix HD® Assessment keeping the roles accountabilities in mind. These responses are combined to create a benchmark report for the role (to compare applicants against).
4. Assess Your Candidates
When you have your top candidates identified, have them complete the TTI TriMetrix HD® Assessment. This gives us a gap report for each candidate – identifying the unique characteristics that each individual has to offer and any potential deficiencies. We will then help you assess the candidate’s understanding of the position, passion for your company, and fit for your company values, assuring you have the right person in the right seat.
5. Make Your Decision
Armed with the gap report, you can decide who is the best fit. Plus, use each assessment to identify coaching opportunities once the new hire is on board.
Do you have a role to fill?
Let us help you make an informed decision.
“This process enabled my team and I to establish an improved hiring process designed to attract and ultimately hire the most qualified candidates”
– Ari Levenbaum, V.P. of Marketing and Development, Law Tigers