Hiring the right person for the job is hard, consequential and often unintentionally biased. Making a bad hire is costly and destructive to team morale. 

The typical hiring process is based too heavily on the candidate’s past work history (what they’ve done rather than what they can do) and interviewing skills. It doesn’t offer insight into how a person will behave in the job, nor does it assess how well the role fits the candidate’s natural work preferences.

We offer programs to help hiring managers identify the best candidates for the job and then develop and retain them for optimal performance.

Job Benchmarking

Businesses are always seeking better ways to identify and secure the talent necessary for success. But what skills and talents does a specific job require for superior performance? 

Job Benchmarking is a patented process that enables companies to assess the job itself to determine the behaviors, motivators and competencies required for success. 

Benefits of creating a job benchmark include:

  • Creation of a clear, concise, written summary of the ideal standard of excellence for a given job

  • Removal of bias in the hiring and selection process to ensure the best candidate is hired

  • Tools to help employees who aspire to a given job know exactly what they need to develop to be ready for consideration in the future

We start by creating a complete picture of the position you are hiring for by using a patented job benchmarking process. We identify the behaviors that are needed to succeed in the position. 

For example, how important is it to be team-oriented for this position? Does the role require high levels of personal resiliency or self-initiative or negotiation? Will the person in this role need to develop and coach others? 

The behaviors and motivators that make a great salesperson aren’t the same behaviors and motivators that make a great marketing manager. Furthermore, different organizational cultures, customer bases and markets mean that there’s no standardized “ideal” for a particular job title. What makes a successful sales representative at Oracle is different than what makes a successful salesperson at Coldwell Banker. We all know this intuitively. 

Our job benchmarking system provides insight into the specific behaviors needed for a specific role. We work with you and your team to identify, prioritize and calibrate performance criteria for exceptional job fit. The magic happens by comparing candidate assessments to the job benchmark.

Candidate Assessments

Candidates take an assessment that charts their natural behavior styles and driving motivations. It’s validated, bias-free and meets EEOC and OFCCP requirements.

This allows us to map candidates against the unique requirements of any job to identify where they naturally align and where they will need some development. Sometimes the person who is the best fit for the job isn’t the person who has the most experience. Sometimes it isn’t the person who “looks” the part or is most impressive during the interview process. 

Our candidate assessment system allows you to get a clearer picture of each candidate and how well they fit the job requirements.

  • Avoid focusing on the wrong things

  • Accelerate the hiring process

  • Understand stretch/development areas for each candidate

Talent Optimization

Nobody is a 100% perfect fit for any role. There are always areas of development needed and underutilized strengths.

By mapping an employee’s skills and natural style to the job benchmark, we get an excellent picture of the development focus and support that will be most impactful. For example, someone might be a great fit in most areas, but needs to uplevel their time management and planning to succeed in the role. 

Benefits of talent optimization:

  • Provides support for growth for a candidate’s stretch/development areas

  • Accelerates the onboarding process with support tools for new hires and their managers 

  • Focuses personal development on the areas of greatest impact

  • Helps employees communicate clearly with managers, colleagues, clients, business partners and others 

Talent and Team Dynamics

We can also use talent assessments to understand and address team dynamics. We’re able to run a comparative analysis that maps all team members to identify overall team strengths, potential deficiencies, and possible behavioral conflicts that could cause friction. Understanding these team dynamics allows members to adapt their behaviors with each other for optimal effectiveness.

We often create these reports for managers and their direct reports since this is such a critical relationship.

In-house Talent Program

Once we start doing talent assessments, job benchmarking and candidate assessment for our clients, they often see so much value that they want to expand these tools throughout the organization. Our In-house talent program trains your internal consultants/OD/HR professionals in all the tools and resources they need to conduct and analyze assessments to support teams, conduct training sessions, assist hiring managers, coach employees, and onboard new hires. 

We support internal consultants on an ongoing basis with continual learning opportunities, webinars, and coaching.