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Getting the right people on the bus. . .

A key finding in Jim Collins' book, Good to Great, was that great companies first got the right people "on the bus" and then made sure they had the right people "in the right seats on the bus."  Translation:  Hire the right talent and match them to the appropriate job.  But, how do you ensure the person is right for the job?  Current selection strategies often fail miserably, leaving company execs scratching their heads as to why.  Often, the candidate will have had stellar credentials, interviewed well, and then flopped on the job.  Why did that happen?  What was the missing link?  What couldn't the hiring managers see?  What escaped them?

Identifying an education, training, and experience match is a no-brainer.  What's tough is being able to uncover the intangibles, like  behaviors, values, and cognitive processes required by the job. Personality assessments are insufficient because they aren't designed to specifically relate to the job. They are general in nature.  However, each job requires specific behaviors, values and thinking processes to be performed effectively.  Thus, if the job could "talk" what would it tell you?  And how do you get a job to "talk?"  And if you could, how do you measure it?

TriMetrix (Selection)

The answer is the TriMetrix™ System.  This system uses a defined process and a unique set of assessment tools.  First, stakeholders conduct a job analysis on a specific position, using a series of tools that identify and rank those intangible talents required for optimal performance.  The result of the analysis is a job benchmark talent profile of the ideal candidate.  Then, candidates are assessed to determine how closely they match the job benchmark talent profile.  It is important to recognize that the TriMetrix™ System is not intended to replace the standard selection techniques, such as interviewing and reference checking. It is only about one-third of the process.  However, it adds a critical level of rigor needed to minimize costly selection mistakes.

Typically, the first step for a recruiter would be to review a stack of resumes to match up skills, education, and experience required by the job.  The next step would be to conduct a telephone prescreening to determine if a personal interview should be scheduled.  The third step is to conduct a formal, structured interview with candidates having the best credentials for the job.  If the candidates clear these first three steps, then it makes sense to assess them using a TriMetrix tool.  The tool will generate a composite report that compares the talent profiles of each candidate in the final group against the job benchmark talent profile.  Here is where the mystery begins to unfold. Those heretofore hard-to-measure intangibles are revealed as you see precisely where the candidate's strengths and weaknesses lie in relationship to what the job "told you" it needed. 

Clients are often surprised when a favored candidate scores poorly.  Upon further probing with the candidate, sometimes these weaknesses are revealed.  Other times, if the client ignores the assessment information and hires the candidate they liked, based solely on the first three steps, they usually regret it. 

We recommend that you pilot the process with one or two key jobs.  Test it out and validate the results.  Clients who follow the process usually experience success and request additional benchmark profiles. It's a small investment for large return. Contact us for more information at or 760-598-8888.

TriMetrix (Other Applications)

Development and Coaching:  Let's say you have a job with multiple incumbents, and you want to hire additional candidates.  You not only can create a job benchmark talent profile to assist with future hires, but also assess the development needs of current incumbents. By comparing incumbents against the job benchmark talent profile, you will be able to directly pinpoint areas of development with laser-like precision, as they will leap off the page. Since, the TriMetrix™ System is a fully integrated product, it contains a set of prescriptive interventions to help reinforce strengths or overcome weaknesses for each area identified.

Succession Planning:  Much like selection, if you establish a job benchmark talent profile for a job that you want to groom candidates, the Trimetrix™ System can help you identify a pool of candidates who closely match that profile. This process increases the opportunity for success and adds strength to the organization.