Business owners and managers, are you frustrated with your hiring process?

Here’s how you can hire the right person for the right position, every time.

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Are you stressed out with your new hires? You are not alone!

​Here’s how you can hire the right person for the right position, every time.

The statistics are dismal:

  • 46 percent of all new hires fail within 18 months (Source: Leadership IQ.)
  • 40-60 percent of management new hires fail within 18 months (Source: Harvard Business Review.)
  • Nearly 50 percent of executive new hires fail within 18 months (Source: The Corporate Leadership Council.)

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Yes, you read that correctly. Most hiring practices are so unreliable that they fail about 50% of the time.

But that’s not the most unbelievable fact.

​The most unbelievable fact is that despite the outrageous failure rates, companies keep on making the same mistakes. They just accept their high employee turnover rates. They ignore their sub-par productivity. They turn a blind eye to the effect it has on their company morale and bottom line.

​It’s not their fault. They don’t have the tools to do it better. The majority of business owners don’t have a scientific process to take the bias and guesswork out of the employee screening process. Managers can’t define the precise behavior and skill profile needed to fill the empty positions.

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A Michigan State University study found that only 14% of hires made based on a favorable interview alone resulted in a successful hire.

Validity and Utility of Alternative Predictors of Job Performance”, by John E. Hunter and Ronda F. Hunter, Psychological Bulletin, Vol. 96, No. 1, 1984,p. 90

But it doesn’t have to be that way!

Imagine if you could:

  • Remove the conscious and subconscious biases from the interview process.
  • Compare your applicants’ skills point by point against the skills needed for the position.
  • Attract and retain the top candidates for your position.
  • Save time and money with a streamlined hiring process.
  • Legally defend your hiring decisions in case of a lawsuit.
  • Improve your company morale.
  • Cut new employee ramp up time in half.

You can do all that and more with my Job Benchmarking process.

“I hired Al and his company to work with Premier Risk Solutions (PRS) on developing job benchmarking & gap assessment reports for PRS. Throughout the entire experience, Al continues to be highly collaborative, communicative, engaged, reliable and takes initiative to suggest recommendations which almost always are very prudent. He can be counted on for excellent judgement and wisdom when counsel is needed.”

–Michael Delamere – President, Premier Risk Solutions

In just one year, a Maine based hospital used the TTI Success Insights process to go from a $2.5 million deficit to turning a $4.5 million profit.

The Job Benchmarking process has five phases, each one crucial to the success of the hire. My approach is to let the “job talk”, explaining exactly what it needs for superior performance

Identify

The first step is to identify the Subject Matter Experts (SME’s) within your company. These are the people who clearly understand why the job exists, how success within the job is measured and how it fits into the company strategy.

Define

Next, the SME’s meet to define, prioritize and weigh 3 -5 Key Accountabilities for the job.

Assess

Based on the Key Accountabilities, the SME’s each fill out a comprehensive Job Assessment, compiling a complete picture of the skills needed to fill the job. The Job Assessment covers an incredible 55 job related factors. My Multiple Respondent Report compiles the results of all the SME’s to create the Job Benchmark.

Validate

This step is crucial. Using my custom Gap Reports, I compare existing top and bottom company talent to the Job Benchmark. This validates the assessment results and show potential areas of development within existing talent.

Execute

Now that the Job Benchmark has been validated, it can be used to create job interview questions, applicant Gap Reports, Talent Reports, Comparison Reports and much more. My top tier reports contain over 60 pages of insights into strengths and opportunities, along with how best to manage, communicate with, and motivate candidates. The predictive analytics will tell you how likely a candidate is to be successful in the position and feel rewarded doing the work.

The guesswork is gone, replaced by data and unbiased evidence.

You will:

  • Have the facts to compare each applicant, point for point, against each of the 55 factors needed for the position, instead of hiring based on gut feelings or subconscious bias.
  • Fill every new and existing position with the best person for the job, reducing expensive turnover.
  • Know exactly how to communicate with and manage your new hire, ensuring a comfortable, pain-free transition.
  • Create a high performance culture and cultivate satisfied, productive employees.

TTI Success Insights are one of the very few assessments on the market that are both EEOC and OFCCP complaint with Validity and Reliability studies showing no adverse impact.

I have a complete menu of Assessment Levels and Benchmarking Suites to fit every industry, position and budget.

Schedule your free initial consultation now.

Don’t waste another penny on bad hiring practices again.