Job Benchmarking

What is a Job Benchmark?

A Job Benchmark is an objective, easy-to-understand process for benchmarking any position within an organization. It also provides a straight forward method for comparing a person or group of people to that benchmark.

Start by Benchmarking a job and then you can look at what, how and why an individually can contribute to the job. This time-tested and proven system is guaranteed to find the best candidates for any position. It is more than just a selection tool; it's very effective for developing, and most importantly, retaining your valuable employees.

Why consider conducting a Job Benchmark?

Today, business success is measured in TALENT - the RIGHT talent for the job! Lack of job performance and related employee turnover result in missed business opportunities and increased costs. Eventually this lowers the value a of a company's stock. It makes business sense that managers are now seeking better ways to accurately assess, develop, and retain top talent.

If the job could talk, it would explain precisely what was necessary to achieve superior performance. We could ask it to tell us about the:

  • Knowledge a person needs
  • Personal attributes required to drive success
  • Rewards for superior performance
  • Hard skills vital for the job
  • Behaviors necessary to perform at peak levels
  • Intrinsic motivators

But we all know that jobs can't talk. If they did, we would certainly hear the real story.

What is the recommended approach for conducting a Job Benchmark?

  • Review the Position Description.
  • Identify 3 – 7 Subject Matter Experts (those who understand the job and are directly impacted by its success or failure).
  • Invite the Subject Matter Experts to a meeting to determine the key accountabilities of the job.
  • Facilitate a meeting with the Subject Matter Experts to review the job title, position description and key accountabilities.
  • Have the Subject Matter Experts complete a survey on-line to identify the behaviors, rewards and personal skills necessary to perform the job at a superior level.
  • Re-convene with the Subject Matter Experts to review and validate the job benchmark via the Multiple Respondent Job Plus Report.
  • Review and document the hiring process, looking for opportunities for improvement.
  • Create a Job Orientation Manual that captures all relevant documentation and identifies the top 7 personal skills, top 2 workplace motivators and top 3 behaviors critical to superior performance.
  • Assist in the creation of behavioral based interview questions for job candidates.
  • Administer the Talent plus repot to the top 2-3% of the current performers and well as the 2-3% of the bottom performers in the job. Compare reports with the job benchmark reports and analyze the results to determine critical performance factors and validate the job benchmark.
  • Assess the qualified candidates with Personal Talent Reports.
  • Generate a Job Plus/Talent Comparison Report along with report interpretations.
  • Convert the new employee's Personal Talent Report into a TriMetrix Coaching Report.
  • Create a Personal Performance Portfolio for the new employee that includes the position description, Personal Talent Report, TriMetrix Coaching Report and development manuals for 11 different areas to create superior performance.
  • Complete an orientation coaching session with the new employee and his/her supervisor to review the job expectations and personal performance guidelines.

What are the deliverables from a Job Benchmark?

  • A job description with Key accountabilities.
  • Objective and repeatable hiring process
  • Behavioral interviewing questions specific to the job.
  • Job orientation manual
  • Top 7 personal skills, top 2 motivators and top 3 behaviors critical to the job.
  • Talent comparison report
  • Summary of the assessment results for all participants.
  • One assessment report, for each completed assessment, for each participant.
  • Observations and recommendations for improving the hiring profile for new hires in each of targeted roles.
  • Observations and recommendations for improving the current level of training and coaching being used on the existing staff.