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We work with growing organizations that are hiring and promoting key personnel and need to get it right the first time.

Our cutting-edge systems for job benchmarking and talent assessment help you to...

  • Reduce the risk of costly hiring and promotion mistakes.

  • Understand the true performance requirements of a job.

  • Enhance Accountability

  • Develop an achievement based (vs. activity based) hiring model

  • Understand the intangibles needed to succeed in your culture with your job requirements

  • Easily identify these intangibles in candidates.

  • Provide managers with insight for manage their Direct Reports More Effectively

  • Develop a targeted plan for ongoing professional development and executive coaching.

When there is little margin for error, can you afford to make decisions with only two thirds of the insight available? 

Paradigm Shift

 

In most organizations, we hire on the basis of skills and knowledge, yet fire and promote on the basis of attitudes and habits.  The Execution Box graphic below illustrates these four elements for job success. How do you address the critical right side of your Execution Box in the hiring process?

 

The Execution Box

The building blocks for performance

Knowing Side

Most organizations spend their time and money for recruiting and developing the left half of the Execution Box.

S

Skills

E

x

e

c

u

t

i

o

n

 

G

a

p

A

Attitudes

 Doing Side

Most shortfalls, failures and terminations result from deficiencies in the right half of the Execution Box.

K

Knowledge

H

Habits

 

Interviewers agree that the interview process is minimally effective, at best.  What is needed is an unbiased assessment that reveals people's values that motivate them to do a job, the behaviors they will bring to a job, and whether they have the specific talents or capacities needed for the job.

 

Our assessments provide a summary of a person's talent as it relates to predetermined benchmarks for the specific position. We provide a report showing HOW (values), WHY (behaviors) and WHAT (capacities) an individual can contribute toward a job.

 

The right talent in the right job spells success.  Our system enables companies to replace company biases often involved in the selection process of hiring or promotion with factual data based on job requirements.

 

Uses and Functions

  • Analyzing strengths and weaknesses of management team or specific department.

  • Enhancing Communication Effectiveness

  • Organizational Development

  • Improved Succession Planning Criteria

  • Determining Employee Development and Coaching Opportunities

  • Job Benchmarking

For More on Executive Talent Assessments and Job Benchmarking

Copy and Graphics for TriMetrix System: Copyright 2003 Bill Brooks and Bill J. Bonnstetter

 

 

Vista Development  •  Kildeer, IL 60047