Talent Selection Process
1. Benchmark the Job
2. Assess Candidates
3. Compare Job and Talent
4. Behavioral Interviewing
5. Selection
Job Benchmark - The first step of the Enlightened Leadership process for talent selection is the first step in our TriMetrix System , benchmarking the job. This part of the process determines key accountabilities of the job you are benchmarking, as well as personal competencies, motivation and behaviors required by the job. All of this is accomplished in a three hour meeting of four to ten people who really understand the job. The process is supported by a 30 minute online assessment of the JOB that each participant takes individually to create a composite model of the most important thirteen attributes needed by the job for success. One key result of the process is high buy-in of all participants for what the job really needs.
The second step is to Assess Candidates with the TriMetrix Personal Talent Report . This report profiles a candidates personal competencies, motivators and behaviors with very high validity and accuracy. This assessment meets all EEOC requirements for fairness and validity.
The third step is to compare the needs of the job and the talents of the candidate. The intention here is not to judge how good or bad a person is, but rather how well they fit the particular needs of a specific job. Our TriMetrix System generates a Job-Talent Comparison Report in a simple graphical format that allows quick clarification of how well a candidate fits the needs of the job, and in what areas they might have gaps in their current capabilities.
Assessment data should be supplemented with effective behavioral interviewing, the fourth step in the ELS selection process. Key to effective interviewing is having the right questions for the specific job. We solve that problem for you by providing numerous behavioral questions based on the job benchmark.
The last step of the process is making the selection. Now that you have so much more information about the candidate's qualifications, this step has a whole different character. While you might not find the perfect fit for the job, you know what the candidate's limitations are and how important those particular attributes are relative to other attributes for success in the job. You have clear priorities for what is needed. Once you have made the selection you also know exactly what competencies to focus on as you start coaching and developing the winning candidate to assure their success going forward.
