Benchmark Jobs

Is the Ideal Candidate right under your nose?

How would you know if he or she was?  What are you judging the candidate against to know?  Are you relying on one person’s opinion about what the job entails?  These are all questions you have to ask yourself.

Put another way:  How would you know if you were paying too much for a car if Edmunds or TrueCar didn’t exist?  The point here is you need a reference point, a job benchmark.

So what is Job Benchmarking?

The job benchmarking process is a unique and effective solution because it benchmarks a specific job, not the people in the job.  To benchmark jobs takes what used to be a job description and turns it into a series of key accountabilities that are assembled by multiple subject matter experts (SMEs) within an organization.  Those key accountabilities are prioritized and weighted, then used as the focal point for an assessment that all SMEs take to identify the competencies, behaviors, and motivators of the job.  Each SMEs results are averaged into a hierarchy that serves as the reference points to assess candidates against for both the selection process and coaching process after the candidate is hired.

To Benchmark Jobs or Not?

Benchmarking jobs is not a necessity.  For instance, hiring a pitcher for a baseball team, the job is very clear,,, throw strikes.  It’s safe to say, no job benchmark needed.

However, what if you have a position that has high customer interaction and that interaction could adversely affect your organization’s reputation if mismanaged?  The competencies required for this position then become very specific and are the driving force for the job.  This might be a good place to benchmark the job.  When you benchmark jobs like this you get a consensus of what drives the job for success.  You also get a reference point to compare candidates against so you can objectively select the best candidate.

And it gets better!  Now that you have created a job benchmark you have also created a reference point by which you can evaluate and develop that candidate once they’re hired.   Two for the price of one!

The Job Benchmarking Process

• Identify SMEs

• Develop Key Accountabilities

• Prioritize Accountabilities and set time component

• Each SME responds to the job benchmark assessment

• Combine SMEs results and create the job hierarchy

• Assess candidates and compare to Jobs Benchmark

• Discuss the Results & Implementation Strategy

• Use job benchmark to structure candidate interviews

• Make candidate selection based on best overall fit

 

Check out the video series on our Blog.  The Overview of the job benchmark can be found Here

Critical Position?  Benchmark the Job!

Call Employee Insights LLC today or fill out the contact form to learn more about the job benchmarking process for your organization.