Talent Acquisition (Are the right people on the bus?)
Job Benchmarking
In order to make successful hiring decisions it is essential to know:
- What skills and talents does this job demand?
- What motivational needs does this job satisfy?
- What behaviors are required for success in this job?
- Job attributes -- what talents are needed?
- Job rewards and motivators -- why will an individual find this job rewarding?
- Behaviors needed for excellence in the job -- how do we want this job done?
The job benchmarking process consists of the following steps:
- Positive Impact works with stakeholders knowledgeable about the job to define the job's Key Accountabilities, Performance Measurements, and Time Distribution.
- The What, Why, and How needs of the job are identified and documented.
- The TriMetrixTM System Personal Plus Report is used to compare the talents of top performers with the identified needs of the job.
- The key driving and restraining forces at work in the job environment are identified.
- Key Performance Factors for the job are documented; interview questions and coaching strategies are defined.
Job benchmark results are documented in a detailed report which includes recommended interview questions and performance evaluation criteria.
Talent Assessment
If you have several candidates for a position whose technical skills are comparable, how can you determine in advance which one is likely to be the best fit for your organization? Assessments are available to help you predict what "soft skills" (people skills) an individual will bring to the job, why the candidate will or will not be motivated by the rewards the job offers, and how the person's skills and talents will be exercised.
If a job benchmark is not available or if additional information is required to differentiate among candidates, Positive Impact can help with individual assessments.
Click here to see sample assessment reports.
The TriMetrixTM
System is a trademark of Bill Brooks and Bill J. Bonnsetter.
