Talent Management


Can you afford to make a hiring mistake? That’s the $68,000 question, as it reflects the estimated cost each time an employer brings someone on only to see the person leave in six months.

A poor decision about a new employee or an internal promotion can take weeks or even months to reveal itself. By that time, the mismatch between person and position can manifest itself in steadily declining productivity. Worse yet, this process can prove to be toxic for colleagues, as well.

So it’s vitally important to get it right from the start. Success begins with recruiting the right people, assessing them, and, if you hire them, on-boarding, training, developing and mentoring them in order to reduce turnover.

It’s all about managing your most important asset—your human capital.



Assessments give you a clear picture about job candidates. But what do you know about the job itself?

We use TTI’s patented, interactive job benchmarking process to help companies select, manage and retain employees. Benchmarking assesses a job, identifies the behaviors and motivators that it demands, and then identifies the talent that is the right match.

Benchmarking establishes the key accountabilities and skills for a position and removes the biases that are too often part of the hiring process.

The four steps:

  1. Identify the job to be benchmarked.
  2. Identify a small group of “Subject Matter Experts”—the people who know how the job should be done.
  3. The SMEs identify three to five “key accountabilities” of the job that underscore why it exists.
  4. Science of TTI meets SMEs: The latter complete an assessment with the key accountabilities in mind.


Now you have the ability to compare anyone, whether in the position or applying for it, against the benchmark.

As assessments are administered, the results can be compared against the job in what is called a “Gap Report.” As its name suggests, the report identifies gaps between the benchmark and what the individual brings to the position.