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FINDING THE RIGHT EMPLOYEES

When developing your job descriptions, always adopt a strategic
approach. Begin at the top with the company’s vision, mission,
and core values. These should guide the development of policies,
strategies, goals, and projects, ensuring they align with the necessary
skills, abilities, behaviors, and driving forces of employees.

Key Point: Job Benchmarking and Assessment
Will Help You Align Your Employees

Using the combination of the six motivations, the TTI Style
Insights assessment, and the Job Benchmarking Process, you
can define the ideal candidate profile for an open position with
greater precision. This approach allows you to tailor job post-
ings to attract candidates whose personal attributes and moti-
vators align with the role, enabling you to engage applicants

who are a good fit for your company culture and the
specific demands of the job.

As an example, if you’re searching for a salesperson who is highly
driven and has a strong inclination toward action and results with
a significant focus on utility, you should craft your job posting to
appeal specifically to that type of individual. This way, you avoid at-
tracting the more process-oriented, methodical candidates who may
not fit the dynamic role you’re aiming to fill.

Here’s how you might structure your job advertisement to resonate
with high-energy, target-focused sales professionals:

• “Join our leading company to bolster our exceptional market
standing; we are on the hunt for dynamic, client-focused

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