Right Fit Talent & Accountability Measurement System: Recruit, Retain, Promote the Best Talent

Organizations know that hiring for technical skills and firing for attitude is expensive and time consuming. Recruit the best talent with a powerful and cost-effective tool called TTI SI Job Benchmarking^TM.

TTI SI Job Benchmarking^TM is a proven process to reduce hiring regrets and the time and money spent trying to make a poor hire successful in a role. All reports are completed and delivered online. Why? Because the process identifies the key accountabilities for the role, provides a “job report” showing the behaviours, driving forces, and non-technical (soft) skills proficiency required for success in the Job. It allows you to identify gaps between a candidate’s attributes and the Job (for recruiting decisions or for coaching them if they are hired), and you also get a comparison of multiple candidates to each other vis-à-vis what is required by the Job for success.

There is no better way to analyze what success looks like than: “If the Job could talk…..here’s what’s needed for success in the role.”

Clients find great value in the Interview questions provided for the top seven skills needed for success in a particular role, as well as a priority list of the twenty-three non-technical skills to recruit for.

Report Options

One Respondent Only

An individual who is familiar with a position’s non-technical requirements provides input to complete this assessment. It uses a questionnaire to analyze the most important skills required for success in a particular job role. The report outlines 23 essential non-technical skills in order of importance to success in the job. A benefit of this report is that interview questions and behavioural descriptions are provided for each of the top seven skills.

Multiple Respondents/Stakeholders

This report uses the same questionnaire but takes input from a group of respondents (minimum 4, maximum 10). Preferred respondents, or subject matter experts (SME’s) are those who understand the nontechnical skills for the position being analyzed. This group typically includes the position’s: manager, peers, subordinates, past incumbent’s and others impacted by the success of the person in the role.

The 23 non-technical skills are displayed in the order of importance for superior performance in the job. Each respondent’s ratings are shown separately and anonymously. Team consensus is a special benefit of the Survey Report. Interview questions and behavioural descriptions are also provided for each of the top seven skills.

Soft Skills Competencies Measured

Analytical Problem Solving
Conflict Management
Continuous Learning
Creativity/Innovation
Customer Service
Decision Making
Diplomacy
Empathy
Employee Development/Coaching
Flexibility
Futuristic Thinking
Goal Orientation
Interpersonal Skills
Leadership
Management
Negotiation
Personal Effectiveness
Persuasion
Planning/Organizing
Presenting
Self-Management (time and priorities)
Teamwork
Written Communication

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Service Testimonials

The Job Benchmarking Process was the perfect tool for identifying the soft skill competencies required of police officers. It was fast, accurate, and it broke through 20 years of bias.
Public Administration Consultant

We've spent a lot of time and money to identify soft skill competencies for just a handful of positions. Job Benchmarking is easier to implement and less expensive.
HR Executive with American Airlines

I asked questions I would never have thought to ask with the help of Job Benchmarking. I got responses that gave me a much greater insight into the candidate than I thought was possible.
Ralph Johnstone, President, Johnstone's Benefits