WME Executive Search & Placement Executive Search:
Savvy employers know that simply posting jobs to the Web isn't enough to find the best talent. Most job boards' databases are littered with postings, virtually guaranteeing that the best candidates will never find the best jobs.
World Maritime Exchange (WME) takes the Internet job search far beyond the standard database model.
Selection of top performing employees is becoming more crucial everyday. The cost of hiring, training and retaining top employees is dramatically increasing due to competitive pressure. Organizations are striving to avoid costly hiring mistakes and, therefore, are turning to validated benchmarking and selection tools for assistance.
Benchmarking:
Benchmarking is a process hiring professionals use to identify potential top performers based on facts gathered through validated instruments. A benchmark can be created based on an ideal behavioral style of a position or the behavioral and attitudinal styles of top performers versus bottom performers. This information can make the selection process more accurate and cost effective.
Customer Service:
Once a benchmarking process has been completed, hiring professionals turn to assessments to identify the behavioral and attitudes style of applicants. TTI's MFS Customer Service &153; and the Personal Interests, Attitudes and Values&153; assessments are ideal for information gathering in the customer service arena.
Getting the Job:
The average person hopes their strengths and talents are obvious to potential employers by reading their resume, but most employment decisions are based on face-to-face communications. Being able to communicate your talents in an interview can be the difference between obtaining and not obtaining a position. TTI assessments give insight to personal strengths and talents, therefore helping people express them more clearly and convincingly in interview situations.
Middle Management:
Once a benchmarking process has been completed, hiring professionals turn to assessments to identify the behavioral and attitudes style of applicants. TTI's MFS Executive&153; or Employee-Manager&153; and the Personal Interests, Attitudes and Values assessments are ideal for information gathering in regards to potential hires for middle management.
Salespeople:
Once a benchmarking process has been completed, hiring professionals turn to assessments to identify the behavioral and attitudinal styles of applicants as well as the applicant's knowledge of the sales process. TTI's MFS Sales &153;, the Personal Interests, Attitudes and Values, and the Sales Strategy Index&153; assessments are ideal for information gathering in regards to potential hires for sales.
Executive Management:
Once a benchmarking process has been completed, hiring professionals turn to assessments to identify the behavioral and attitudes style of applicants. TTI's MFS Executive and the Personal Interests, Attitudes and Values assessments are ideal for information gathering in regards to potential hires for top management.
"Hiring the person you want and wanting the person you hire."
"If you could hire a person who can be productive immediately, and you will be able to measure his/her productivity, would that increase your performance overall?"
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