Three decades of research has shown that when a company benchmarks people, it produces skewed results. Listen to the job – “Let the Job Talk” – by benchmarking the position instead.
Benchmarking can be used for talent selection/acquisition, succession planning, or to identify and set the right goals and accountabilities.
How Benchmark Process Works:
- IDENTIFY critical positions and subject matter experts. It is important to determine why the job exists, how success is measured, the history of the position and how it fits the company strategy. The SMEs are people within your organization that have a direct connection to the job. Their expertise helps create the job benchmark.
- DEFINE KEY ACCOUNTABILITIES, prioritize and weigh them. This is done with the SMEs who know the job. Through discussion, the SMEs will define a comprehensive yet succinct group of 3-5 accountabilities for the position. These will be ranked by importance and time requirement.
- ASSESS to define Behaviors, Motivators, Competencies for the position. Your SMEs respond to a Job Assessment keeping the Key Accountabilties in mind. Based on unique analysis, the Multiple Respondent Report (up to 10) combines the input of all SMEs to create a benchmark for the job.
- RESULTS – create Ideal Candidate Profile that includes relevant education, experience that you can begin developing candidates toward.