Job Matching
Job matching is the science of job fit. Job matching is a scientific approach to matching and aligning people to positions for maximum performance and engagement, thus success. It sets people up for success not failure.
Job matching is not just an effective selection tool, it is the foundation of effective talent management.
The hit-and-miss era of hiring is coming to an end. Now is the era of assessment-guided job matching. Good people are easy to spot with the right tool
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.
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.
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
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 6: 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!