That’s a question we hear all the time at Raleigh Consulting Group. Hiring is one of the most expensive—and impactful—decisions an organization makes. But too often, hiring decisions rely on gut instinct, a polished résumé, or whoever interviews best under pressure.
We think there’s a better way: let the job talk first.
Start with the Role, Not the Résumé
We use a process called job benchmarking, and it flips the script. Instead of starting with the candidate, we begin by defining what success in the role looks like. Through a facilitated process, we work with your internal experts to identify:
- Key accountabilities of the role
- Behavioral style that fits best
- Motivational drivers that sustain performance
- Critical soft skills and competencies
This benchmark becomes your hiring compass. You’re no longer guessing—you’re aligning.
Success Story – A Logistics Company That Turned Things Around
One client in the logistics industry had struggled for years to fill a key operations manager’s role. Resumes looked great. Interviews went well. But within six months, most hires were floundering—or leaving.
When we facilitated a job benchmark, the problem became clear: they were hiring fast-paced “fixers” when the job actually called for someone methodical, collaborative, and steady under pressure.
Using the benchmark, they selected a candidate who didn’t check all the traditional boxes—but matched the role’s behavioral and motivational profile closely. Two years later, she’s thriving, the team is stable, and turnover is down.
Hiring with Confidence and Clarity
When you let the job talk first, you build clarity into every step of your hiring process. You gain alignment across your hiring team. And you give each candidate a fair shot at success—not based on surface impressions, but on proper fit.
Curious whether job benchmarking could help your team?
We’d love to show you how it works—and share a few more success stories.
