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D&A Selection
For most companies, the single biggest expense is payroll. Employees are a big investment. Unfortunately for too many organizations, the investment fails to generate the returns expected.
Individuals are as unique as fingerprints and often as difficult to change. Knowing how to recognize and harness natural abilities, talents, and skills will allow you to profit from the people power in your organization. We use a simple and easy to implement process of defining what is required in a given job - step one to a more promising person to position match-up. This enables you to find the person with the necessary natural abilities to be successful in the job.
Even though this process is simple, many organizations have never stepped back long enough to create these job definitions or profiles. We believe that technology has impacted almost every area of business. From inventory management systems to customer databases, every component of retailing and manufacturing has been re-invented. The only functions that continue to operate with little innovation are the hiring and selection processes. Most interviewers and managers continue to rely on gut instinct even when this has proven to be unreliable time and time again.
Our DEFINE AND ALIGN™process allows you to turn interviewing from a fishing expedition to a person-to-position match-up. During this process we assess behaviors, values, and competencies then create job templates that act as a hiring decision tool.
Benchmark the Job - not the person.
Match your candidates to the benchmark based on Attributes & Competencies, Behaviors and Values...not your "gut" feeling.
Discover:
Step 1
Choose a Define & Align “Champion” – a key individual who will facilitate and oversee the process.
Step 2
Clarify the Job structure and limitations. Be sure you thoroughly understand the job for which you are about to hire.
Step 3
Identify 4-10 people who have a “stake” in the Job (managers, direct reports, current job holders, etc.), as well as Subject Matter Experts (SMEs) who will be qualified participants in the D&A process. Brief each SME on the process, and the exact job description as determined in Step 2. Provide secure access for stakeholders to complete a TriM Job Questionnaire online – focusing on the Job, not on a person.
Phase 2 Design & Implement:
Step 1
A consolidated report is produced utilizing all respondents’ feedback. This is the basis for all efforts moving forward.
Step 2
A session is facilitated with all stakeholders to arrive at a consensus regarding the exact Key Accountabilities of the Job (3- 7 at most). During these sessions, participants learn about behavior-based interviewing and hiring and its effect on managing, motivating and retaining productive employees. Additionally, we will qualify, prioritize and establish measurements for each Key Accountability as well as attain agreement on final decisions.
Phase 3 Deliver:
Step 1
Develop final benchmark.
Step 2
- Conduct a meeting with the stakeholders and benchmark users to review the resulting Job Benchmark and achieve buy-in from all concerned.
- In addition, hold on-site workshops, where executives and management learn how to use the benchmarks, how to read and interpret the behavior and values graphs, and how to assess their teams for improved productivity and effective communication.
- If necessary, record any changes to the content and order of the Job Benchmark for customization. Instruct participants in the D&A Hiring Process and use of the Job benchmark. Provide D&A Interview questions.
Step 3
- Validate the Job Benchmark.
- Administer the TriM Talent Plus Questionnaire to 2-3% of top current performers, as well as 2-3% of bottom performers in this job.
- Analyze the results to determine critical performance factors and validate the Job Benchmark. Candidates utilize Individual Attribute Report for hiring consideration
Phase 4 Support & Reinforce
- Provide ongoing support by e-mail and/or phone for questions regarding the D&A Hiring Process.
- Conduct periodic follow-up sessions to determine further needs.
- Determine standards for comparison and feedback during a six-month to 12-
month period.
Phase 5 Measure
- Review results of D&A Hiring Process usage with the D&A Champion.
- Identify necessary updates and current needs.
The TriMetrix (TM) System is a registered by Target Training International, Ltd.
