Most companies have a hiring process so complicated that it’s impossible to find a great fit.
This broken process leads to hiring decisions based on biases and gut feelings rather than hiring the whole person.
How Do You Set Your Job Benchmark?
The best job benchmark is only possible when you have developed a deeper understanding of the position to be benchmarked. Below are our steps that will take your job benchmark and hiring to the next level.
1) Identify the Job You Will Be Benchmarking
This critical first step in the job benchmarking process allows you to answer fundamental questions about the purpose of your talent search, including:
- Why does this position exist?
- How do we measure success for this position?
- What role has this position historically played in the company?
- What role should it play in the future?
- How does this position fit in with our overall company strategy?
Knowing the answers to these questions sets you up to accurately assess the core competencies you will be looking for in candidates.
2) Identify Your In-House Experts For The Subject Matter
Find people in your organization who are directly connected to the position, whether they are immediately affected by it or currently fill that role themselves. Leverage the insight these people possess to develop a perfect job benchmark.
3) Define and Weigh Key Accountabilities
Key accountabilities are the objectives your new hire will strive to meet in their job. How will employee progress and success be measured by your organization? Understanding this is crucial to finding candidates whose skillset and motivators align with the purpose of the job.
Once your subject matter experts identify these accountabilities, they must prioritize and rank them by importance to your organization and the amount of time that should be allotted towards each.
4) Collect and Review Job Assessment Data
Have each subject matter expert individually complete an assessment of the requirements for top performance in the position. This information will allow you to better understand the specific company needs your new hire should be equipped to meet.
Once you have collected data from all participants, create a composite of all your data to complete your initial job benchmarking process. The result will be a complete profile of the job requirements for an ideal candidate for the position.
Implementing A Job Benchmark
Once an optimized job benchmark is developed, filter your list of candidates based on their match with your ranked performance indicators. This will allow you to quickly identify the most qualified candidates to move forward in the hiring process.
With the key motivators you identified in your job benchmarking process, you can quickly identify through the interview process which candidates will have the best job fit for both the position itself and your company culture, ensuring long-term hiring success.
Getting Help With The Job Benchmarking Process
Creating an effective job benchmark requires extensive data collection and an objective eye to help create an honest and accurate assessment of overall job position requirements.
infoQuest has deep understanding of the job benchmarking process and works with companies to bring focus and clarity without bias. We also have the best tools for the task. Read about our assessment tools here.