Hiring the right talent is one of the most critical decisions a business leader makes. But how do you ensure your candidate has the skills and experience and is the right fit for the job? At Raleigh Consulting Group, the key lies in letting the job talk. By leveraging TTI’s benchmarking tools, we help you define what the job needs to succeed—and compare candidates objectively to those requirements.
A mid-sized manufacturing firm faced high turnover in its production supervisor role due to unclear job expectations. After implementing TTI’s Job Benchmarking process, the company identified specific competencies, motivators, and behavioral traits required for success. The new hire met the benchmark closely and stayed with the company for five years, reducing turnover by 40% in that role.
A financial services firm struggled to find top-performing sales representatives. Using TTI’s Job Benchmarking, they identified critical sales traits like persuasion, initiative, and resilience. After hiring benchmark-matched candidates, the firm experienced a 25% increase in sales revenue within six months.
A nonprofit seeking an executive director used the benchmarking process to clarify key leadership and fundraising traits needed for success. They hired a candidate with strong alignment to the job benchmark, resulting in a 50% increase in donations and improved board relations within the first year.
A tech startup experiencing rapid growth used Job Benchmarking to define its ideal project manager profile, focusing on adaptability, problem-solving, and leadership. After hiring according to the benchmark, project delivery times improved by 30%, enabling the company to scale faster and attract more clients.
Studies show that structured assessments contribute to one-third of the decision-making process in selecting the right candidate. But their impact continues beyond there. A well-crafted benchmarking process also enhances:
By investing in benchmarking, you’re not just filling a role but setting the foundation for long-term success.
Our process starts by focusing on the job itself. Here’s how it works:
Many hiring processes rely too heavily on gut instinct or resumes alone. By letting the job “talk,” you:
In short, you’ll hire the right person for the right job the first time.
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