Sound and Proven Talent Selection Tools & Processes
Our approach to selection is based on identifying the individual that best matches the requirements of the job in order to ensure success for both the individual and your organization, which inevitably leads to high performance. We call this Job Matching. Job Matching is a process used to find the best fit between what the job requires for success and the personal skills/competencies, behaviours, driving forces/motivators and acumen that a person possesses. The closer the match between the job benchmark and a candidate, the higher the likelihood for success.
The reason we are so passionate about helping our clients identify the best match for any position is that all too often we have been called in to coach someone that is not being successful in his/her role. Sometimes, by the time we get the call, it is too late to “fix the problem.” By this point, working relationships are strained, targets aren’t being met and more time is being spent by managers and HR in dealing with remediation.
A key part of our mission is to help you avoid these situations firstly by hiring the BEST candidate for the job.
In 2015, 76% of organizations with more than 100 employees relied on assessment tools as part of their external hiring. That number was expected to increase to 88% over the following few years!
Harvard Business Review -July/August 2015 Issue
Job Matching - The Key to Performance
There is a clear connection between engagement, performance and profit. It is imperative to drive performance results at all levels of the organization in order to seize market position and steer growth. Recruiting talented candidates is not enough; it’s crucial that people are assigned to the specific roles where their talents will have the greatest impact on achieving company goals, and where they are most likely to remain onboard fully engaged. Matching each person to the right job using the job matching process outlined here will give you the ultimate edge over your competitors: it builds a superior performaning work place and boosts employee morale and engagement. When they are up, so is overall organizational productivity and performance.
Job matching is the science of carefully defining superior performance in each position and using objective criteria to determine who is hired. The process goes deeper than conventional employment methods to create the most comprehensive definition possible of why a job exists. It’s the science and the art of carefully matching the right person to the job that’s ideally suited for them. The result is someone who is happier on the job and has a head start towards meeting aggressive performance goals. Traditional hiring methods that use only a job description and a list of desirable technical, educational and job experiences as filters, plus a favorable interview have not worked.
Our job matching process gives the job the central voice in defining the ideal candidate, removing human bias and the limitations it puts on performance.
A Science-Based Approach to Selection
We have a number of highly-validated, research-based assessments that you can use with confidence for selection to eliminate some of the bias that inherently creeps into selection processes and to give you information about your candidates that might not show up until after probation or even longer.
Although we have many assessments to choose from, we highly recommend one of the two options below:
- TTI Talent Insights is an excellent entry-level assessment tool if your organization is new to using assessments in selection, mainly because it’s easier to understand. We recommend this tool for positions below the manager level.
- TriMetrixHD is an extensive assessment that gives you incredible insight into your candidates. We highly recommend this tool for any selection decision for positions that are at the manager level or higher.
A 6-Step Selection Process Formula for Success
Step 1: Benchmark the Job
By investing in job benchmarking, your organization will secure the talent necessary for success while eliminating common biases often associated with the hiring process.
TTI SI’s patented Job Benchmarking process is a unique and effective solution because it benchmarks a specific job, not the person in the job.
Job Benchmarking will have a direct effect on your organization’s results. You will not only be confident that you hired the candidate most likely to succeed, but you’ll save time and money by hiring the right people the first time and you will be reducing the learning curve with new employees who are strategically matched to fit your organization and its culture.
Once the Job Benchmark is ready, you will have:
- A list of the top 4 Behavioural characteristics, and the top 4 Driving Forces (culture fit) if using Talent Insights. If using TriMetrixHD, you will have the top 4 Behavioural characteristics, the top 4 Driving Forces, the top 7 Competencies (DNA) and the Acument required to be successful in the job.
Let the job Talk!
Benchmark the Job… Not the People
Step 2: Candidate Assessment
Candidates complete the appropriate assessment questionnaire which best suits the position being filled.
Some clients prefer to only assess short-listed candidates while others assess all candidates.
The advantage of assessing all candidates is that a possible shining star might be deselected due to a deficiency in their resume or a bias. We highly recommend the latter approach to make sure these shining stars are included in the selection process.
You will be amazed at the amount of information our assessments reveal about candidates.
Step 3: Compare Candidates to the Job Benchmark
We review all candidates’ assessment results and compare them to the Job Benchmark. We provide you with a detailed view including visual aids to help you quickly spot compatibility areas and red flag areas.
Realistically, there is seldom a candidate that is a perfect match. With the candidate analysis you can make an informed decision. It’s often a matter of “what can we live with and develop” vs “what can’t we live with.”
Most often we hear of employees that have been let go or aren’t working out because of those “we can’t live with” factors. With our multi-science approach and patented job benchmarking process, we can help you avoid those costly selection mistakes.
Step 4: Candidate Interview
The resume and job match results are only two-thirds of your selection decision. The final third is the job interview.
Most of us know that some people interview well while others don’t. Some people also are coached to perform well in interviews. Yet, most decisions as to whether we like someone or not are made in the first 20 seconds.
There is also the “just like the last one” “not like the last one” or “just like me” factors that creep into candidate selection decisions.
Not to worry, the Job Benchmark provides you with job specific questions. Along with the use of an interview rating grid, you can easily quantify interview scores.
Step 5: Hire the Best Possible Candidate & Onboard for Success!
Your new robust selection system will yield you the best candidate from your applicants. Now it’s time to set up your new employee for success.
Our Gap Report provides a direct comparison between the position Job Benchmark (what the job needs) and your new hire’s results. You now have a focused and accurate roadmap for development. No more wasting time, energy and resources on development activities that don’t yield results.
Your new hire can get to work and focus on the right things.
Step 5: Onboard for Success!
This is no time to drop the ball. The job matching process provides your new employee with a great start for his/her development. You know what he/she brings to the job and you know what the job requires for success from the job benchmark. It’s now a matter of closing the gap and our Gap Report is the ideal tool. Your new hire will also receive a 43-65 page personalized Coaching Report which we can debrief with your new employee and his/her manager. What a great start!
Predictability of Success in Selection
One science results in a 60% success rate
Two sciences result in an 80% success rate
Three sciences result in a 93% predictability of success in selection!
Our Preferred Job Benchmark and Job Applicant Assessments
TTI Talent Insights (TM) Talent Report Version
Combining both behaviors (DISC) and 12 Driving Forces (motivators) into one integrated report, Talent Insights explains the how and why behind a person’s actions.
Understanding behaviours individuals bring to a job while uncovering motivators behind those behaviours is an invaluable tool in selection.
Although it is possible to assess job candidates using only one science, we strongly recommend this 2-science assessment as a starting point, particularly for positions below the manager level.
All Talent Insights Talent Report Version can easily be converted to full Talent Insights Coaching Reports. We find some of our clients prefer to review the full Coaching Reports prior to interviewing candidates. The Coaching Report is a must-have for all new hires.
⇐ Click on the image to the left to view a sample.
TriMetrix® HD Talent Report
TriMetrix HD provides a 55-point analysis that uncovers a person’s behaviours (DISC), motivators/driving forces, acumen, as well as an individual’s unique competencies or personal skills.
TriMetrix HD brings the four sciences of behaviours, 12 Driving Forces™, 6 dimensions of Acumen and 25 job-related Competencies together in a validated, bias-free and fully integrated assessment.
TriMetrix HD examines the behaviors individuals bring to the job, the motivators/driving forces that drive them, their ability to demonstrate the competencies required by the job and whether they possess the acumen to perform the job successfully.
TriMetrixHD offers you a validated and reliable complete picture of candidates that you didn’t think was possible.
We strongly suggest using this tool for all selection decisions at the manager level or higher.
All TriMetrixHD Talent Reports can easily be converted to full TriMetrixHD Coaching Reports. We find some of our clients prefer to review the full Coaching Reports prior to interviewing candidates. The Coaching Report is a must-have for all new hires.
Click on the image to the right to download a sample of a TriMetrixHD Coaching Report.
Click here to download a sample TriMetrixHD raw data Talent Report.
Target Selling Insights
- Do they know how to sell?
- How thoroughly do they understand the process of selling?
- Do they have characteristics of top sales performers?
Target Selling Insights answers and addresses these questions. TSI can be utilized as a skill-based pre-employment part of your selection process.
TSI Targets 6 Categories of Sales Strategy:
T – Target – Identifying the prospects
A – Adapt – Create an initial rapport with the prospect during the first face-to-face encounter
R – Research – Detailed questioning to uncover prospect’s needs
G – Guide – Presentation of salesperson’s products in a professional manner
E – Explain – Building value and creating trust in salesperson and person’s company
T – Transition – Asking for the sale, dealing with objections and handling negotiation
Aside from being a selection aid, TSI can benefit your organization’s sales force as a powerful development tool:
- It breaks the sales process down into specific steps to
- Identifies strengths and weaknesses of each team member.
- Allows managers/trainers to focus on specific areas
- Builds confidence in your sales team to produce results.
- Provides helpful learning and development
opportunities in each specific part of the
We are so confident in the power of our assessments, that we confidently make you an offer you should not refuse if you want the best selection solution for your organization!
Contact us by clicking here to express your interest in using scientific research-based assessments for selection. We will provide you with two links that you can test drive with two of your staff. You won’t tell us anything about them. Once the employees complete the assessment questionnaires, we will debrief the two personalized reports with you. We guarantee you, that you will be blown away with the degree of accuracy in which we can describe two people that we have never met.