Did you know:

Two-thirds of new hires are discovered to be " bad fits" within their first year.

"Job Match" was shown to be the only statistically significant difference in job performance factors by the Harvard Business Review.

The Selection Process:
Benchmarking for Impact: Know What You’re Looking For.

Each job needs the right kind of person to produce what that job is accountable for. These accountabilities require a blend of skills and personal attributes unique to that job. Knowing exactly what those skills and personal attributes are is the only way to match the right person with the right job. That’s where customized benchmarking comes in. We’ll guide you through the process of determining exactly what kind of person will be able to meet each job’s unique accountabilities. Ideally, your entire organization should be benchmarked. This gives you a standard for creating a "culturally accurate" profile of ideal candidates. Such an organizational map also helps for internal hirings—and to see when a strong interviewee may be better suited for a different job in your organization.

Steps in Benchmarking for Impact:

1. Determine the key accountabilities and responsibilities of the job. What is necessary to get the job done?
   
2. If the job could speak, what would the job focus on regarding key behaviors, values and personal competencies?
   
3. With this key profile as a Benchmark, how do your applicants for the job measure up?
   
4. Now match the talent to the job!
   

“In the last planning retreat, Dr. Jackson’s basic framework for the “why” and “how” of committing to the strategic thinking process was responsible for the best set of outcomes we have ever achieved here.”

Charles G, Roach, Jr., Roach Brothers Realtors