Finding and recruiting top people is difficult; guessing who is a top performer is even more difficult… and expensive! What if there was a way to take the guesswork out of hiring, eliminate bias that clouds judgement, and provide you the confidence that you matched the right person to the role? Utilizing a portfolio of behavioral sciences and TTI’s patented Job Benchmarking technology, we help organizations uncover the right people with the right skills for the business need that exists. Whether you outsource or in-source the selection process, we can help!

What exactly is Job Benchmarking?

Job Benchmarking is the science of carefully defining superior performance in each position and using objective criteria to determine who is hired. This integrated system goes deeper than traditional employment methods and one-off assessments to create the most comprehensive definition possible of why the job exists, what it needs for superior performance and who is the best choice to provide maximum return with minimal risk. Job Benchmarking combines the behavioral sciences with technology and the art of recruiting to match the right person to the job that’s ideally suited for them.

Have you ever made a bad hire?

Chances are, if you’ve been a hiring manager for any length of time, you have. If you’re new in the hiring role, chances are you will repeat the mistakes of the past if you’re only using subjective data.

Poor Hires Create Problems

The hard cost of hiring. The real cost of a hire is revealed over time and time is money. That said, the cost of a bad hire is estimated to be somewhere between 3 and 15x salary, plus the administrative expense, lost departmental productivity and damaged internal and external relations.

The soft cost of hiring. When an employee doesn’t work out or isn’t engaged, their productivity obviously suffers. This results in revenue loss that managers expect and count on from a territory or group of accounts. This puts undue pressure on the team to make up the shortfall.

The emotional cost of a bad hire. There is a deeper cost to the organization. The science of emotional intelligence confirms that people are profoundly influenced by the moods of those around them and their productivity suffers. Are you willing to take this chance?

All jobs require the right talent for maximum performance and organizations, worldwide, are attempting to crack the code on successful hiring to build high performing teams. The following represents why current hiring practices fail to deliver.

 Why Current Hiring Practices Fail To Deliver

Hiring decisions are made with limited data; basically a resume and the interviewer’s skill. A study at Michigan State by Professor John Hunter determined that the typical employment interview is only 57% effective; slightly better than flipping a coin.

Biases cloud judgment. We all see the world from our point of view; how we value experience, knowledge, economics, power and tradition. Oftentimes this personal viewpoint is unknowingly injected into the hiring process even when it’s not relevant to a specific position or to the organization itself. When this happens, it creates a barrier, preventing us from selecting true superior performers

Key Accountabilities are not defined. Many organizations fail to establish key accountabilities for the role prior to recruiting. And many members on the interviewing team don’t truly understand why the role exists and what’s truly expected from the new employee.

Volume of Applicants overwhelm. The sheer volume of applicants, per position, make it necessary to use an efficient system to find top performers. Today a third of all applicants apply for more than 50 jobs in their job search. Using a set of highly specific filters which are precisely calibrated to the job will result in a better, more targeted candidate short list.

What if the job could talk?

If the job could talk, it would give you exactly what was needed for success in the role. The job would describe the competencies, behaviors and motivation needed for success in the role. Well, the job can talk with the Job Benchmarking process. The only question left is, will you listen?

Job Benchmarking – An Innovative Hiring Solution!

The Job Benchmarking process is a unique and effective solution because it benchmarks a specific job, not the person in the job. To do this, we let the job talk through an interactive process and job assessment. Ensuring you hire superior performers safely under the law requires a system that clearly identifies what is required by the job and how each candidate compares to those job requirements.