The Power of TriMetrix™
TriMetrix starts by benchmarking a job and then looks at what, how, and why an individual can contribute to the job. This time-tested and proven system is guaranteed to identify the best candidates for any position. TriMetrix is more than just a selection tool; it's very effective for developing, and most importantly, retaining your valuable employees. Here's how the system made a difference from three companies.
Heavy Equipment Company Case |
Hospital Case |
Home Builder Case
Case #1
TriMetrix Saves a Heavy Equipment Company from a Collapse in their Service Department
The Challenge
A large heavy equipment company was struggling to keep their aftermarket up to speed with their exponential growth in sales. The company consists of several dealerships spread across 3 Canadian provinces. Each individual dealership was struggling to keep their service department efficient and profitable, but the company was unable to pinpoint the bottleneck that was holding them back.
The company faced an issue of poor organizational structure and long-term family ties. The reality was, they didn't have the right people in the right positions and there were a lot of emotional ties with long-term employees. The company then realized that they were going to need some outside help in order to get their service department running smoothly and up to speed with their sales.
The Solution
The equipment company called upon a TriMetrix certified
consultant to take action upon the situation. The consultant began by
benchmarking the key positions in the service department, starting with the
service center managers. Understanding the role of the position and that the
job requires to be successful was the critical step of the process.
Each benchmark allowed the consultant and the managers to let the job talk and tell them what a perfect employee for that position would look like. Because different jobs require different personal attitudes and behaviors, certain people will match a job naturally as others may struggle. The company soon realized that the problem wasn't about their employees' technical knowledge; the real problem was the lack of understanding each position's behavioral requirements.
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The Results
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The company's total sales volume has more than doubled and profitability is up 96%. |
Case #2
Hospital
The
Challenge
The senior management team of a regional hospital decided it was time
for a change and made it a primary business focus to rebuild their
303-bed hospital both inside and out. The culture was in need of repair
after suffering a contract-related work stoppage. Their goal was to
establish a strong service culture, and the management team called on
everyone in the organization to take part. Soon, cross-functional teams
and a tracking system were in place. Still, nothing met the needs the
vice president of human resources had. He knew customer service was
vital to the hospital’s new standards, but nothing in their selection
process addressed this key skill.
The Solution
The hospital turned to a TTI Value Added Associate to find a hiring
practice that fit with the hospital’s new focus. TTI TriMetrix was the
cure. By incorporating assessments with the hospital’s hiring system,
they had the ability to assess candidates on behaviors, motivators and
personal skills, including customer service. A pilot study that assessed
a job and its current employees proved that the assessment component not
only provided much needed insight but also predicted job performance.
Then, the job benchmark and assessments were added to the selection
process to not only address the behaviors, motivators and personal
skills required for superior performance on the job, but to ensure the
new hires had the customer service skills the hospital’s culture
required.
The Results
To date, the hospital has assessed over 900 candidates for over 140 positions throughout the hospital. The hospital’s real payoff came when its focus on improving customer service at all levels earned them the Hospital of the Year Award from a national organization, recognizing them as America’s most customer-friendly hospital. The hospital also experienced tremendous cost savings by reducing turnover and avoiding bad hires. In fact, an analysis of the hospital’s RN position over an 18-month period revealed that the assessment component in the selection process impacted the bottom line by $1,800,000. In just nine months, the assessments process could have saved the hospital $750,000 in turnover costs if it had been implemented with previous hires. In less than one year, it actually did save the hospital $1,050,000 by avoiding bad hires and the high costs associated with disengagement, job-misfit, low productivity, customer service complaints and turnover.
Case
#3
Texas Homebuilding Company
The Challenge
Last year, a Houston-based homebuilding firm faced an escalation in turnover
and a decrease in sales. Market share, productivity and survival were all in
question. The market was there, but the company simply couldn’t get to it
with its sales-force in constant churn. The firm’s problems were the result
of poor hiring decisions caused by a lack of understanding of the sales job.
Hiring managers did not know what talents
were necessary for success. The company faced dire consequences if they did
not find a solution quickly. They needed help. And fast.
The
Solution
The firm turned to a TriMetrix certified consultant to help solve their problems. The consultant informed the management team that a successful salesperson at another company might not be as successful at theirs because of their unique culture and rewards system. He explained because every company was different, sales-forces must also be unique. Experience couldn’t tell them enough about future performance. They had to look deeper.
A solution was promptly implemented. The consultant began by benchmarking the
sales job, which meant bringing all of the stakeholders together to analyze
the job. By using validated tools and proven processes, he articulated how the
job should be done.
The TriMetrix system allowed the consultant to use validated assessments that
clearly identified what the job is asking for and what the candidate has to
offer. These reports could easily be compared to show the correlation between
the candidate and the job benchmark.
The next step was to begin developing targeted interview questions around the
benchmark. The interview questions addressed specific needs the sales position
required. Combined with the assessments, the interview questions delivered the
perfect one-two punch to find superior performers for these sales positions.
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The Results
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"The TriMetrix system reduced turnover by 75% and increased sales by 50%." |
“Companies that use TriMetrix as part of their hiring process see an average increase in successful hires of more than five times.” |
TriMetrix is the only system in the world that starts by benchmarking a job and then looks at why, how, and what an individual can contribute to the job. This time-tested and proven system is guaranteed to find the best candidates for any position. TriMetrix is more than just a selection tool; it’s very effective for developing, and most importantly, retaining your valuable employees.
© 2006 by Performance Benchmarking
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