Job Benchmarking & Screening For Selection

At least 30 percent of employers–from government to hospitals, restaurants to law firms, Wal-Mart to Du Pont–use a version of (assessments) in hiring.Time Magazine

Job Benchmarking and Job Screening For SelectionJob Benchmarking

When Job Benchmarking is implemented properly, it will have a direct effect on your business’ bottom line.

You’ll not only attract the best candidates, but you’ll save time and money by hiring the right people the first time and reducing the learning curve with new employees who are strategically matched to fit your company. Businesses everywhere are seeking better ways to secure the talent necessary for success. But what talent does a job require for superior performance? Only the JOB has the answer, so let the job talk and listen carefully. Communication Works’ Job Benchmarking process is a unique and effective solution because it benchmarks a specific job, not the person in the job. To do this, we let the job talk through an interactive process and job assessment.

Depending on the benchmarking tool used, you can quickly determine the behaviors, motivators, competencies and acumen required for superior performance. Our job benchmarking process makes it easy to remove common biases often associated with the hiring process. Instead, factual data based on job requirements provide a solid foundation for coaching and hiring success!

  • Identify the Job to be Benchmarked – It is important to understand why the job exists, how success in the job is measured, the history of the position and how it fits the company’s strategy.
  • Identify Subject Matter Experts – Subject Matter Experts are people within the organization that have a direct connection to the job and use their expertise to create the job benchmark.
  • Define the Key Accountabilities – Subject Matter Experts let the job talk and define the position’s key accountabilities, or critical goals and key business successes the job is accountable for.
  • Prioritize and Weigh Key Accountabilities – The Subject Matter Experts rank the key accountabilities by importance and time requirements.
  • Respond to the Job Assessment Individually – Based on the key accountabilities, each Subject Matter Expert responds to the job assessment, providing their input on performance requirements of the job.
  • Review the Multiple Respondent Report – Based on a unique analysis, the Multiple Respondent Report combines the input of all Subject Matter Experts to create a benchmark for the job that lists the job requirements in each category measured.
  • Compare Talent to the Job Benchmark – A talent assessment on the same scale as the job will identify the characteristics an individual will bring to the job, allowing you to easily determine the best job fit and identify coaching opportunities.
  • Discuss the Results and Implementation Strategy – Within the framework of your overall selection process, effective hiring decisions can be made and productivity can begin from day one.

Begin today with a review of how Communication Works’ Job Benchmarking Process can contribute to your talent management —and lay a foundation for success!

Job Benchmarking Tools

We offer many benchmarking tools to ensure the best job fit.

  • TTI TriMetrixHD® – Behaviors, Motivators, Competencies and Acumen
  • TTI TriMetrix DNA® – Behaviors, Motivators and Competencies
  • TTI Talent Insights® – Behaviors and Motivators

homepagephotoScreening for Selection

HR research repeatedly demonstrates that the cost of replacing an employee runs 3-5 times the cost of the employee’s annual salary.

Assess your candidates before you invest valuable interviewing and training time.

We all see the world from our own view point. This view is influenced by how we value experience, knowledge, economics, aesthetics, altruism, power and tradition. When we are confronted by a person who sees the world differently, these views could be called biases. Neither right or wrong, nor good or bad, biases are simply a reflection of our personal view point. Oftentimes, this personal viewpoint is unknowingly injected into the hiring process even when it is not relevant to a specific position or to the organization itself. When this happens, it creates a barrier, preventing us from selecting true superior performers. If the job could talk, it would clearly identify the knowledge, personal skills, hard skills, behavior and intrinsic rewards that are needed for superior performance. Unfortunately, our personal biases keep most people from hearing the job talk.

Discovering “why” successful people do a job will provide a better understanding. When a person’s intrinsic passions are fulfilled on the job, they will perform better than those who do not receive intrinsic rewards. Cloning the identical behavior of your top performer will not get the same results if they have different attitudes. Our research proves that using only behavioral assessments for hiring sales and executive positions will result in hiring mistakes. For many jobs, a person’s passion is key to performance.

Now is the time for all companies to look objectively at their hiring practices. They need to be honest and identify any practice that is keeping them from hiring superior performers. Superior performers can change companies during good or bad economic conditions. As the economy improves, do you have the talent to take you to the next level?

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Job Benchmarking Selection & Development Flowchart