JOB BENCHMARKING

If a job could talk, it would tell us exactly what sort of person it required for superior performance. Because jobs can’t talk, we’ve had to find other ways to work out what’s important. The hard skills for a job are fairly easy to determine: things like level of education, experience and technical skills. However, what is sometimes harder to determine is what “type of person” would be most successful — one that would fit the role as well as the organizational culture.  The job benchmarking process identifies the traits and qualities that are most important to success in a particular job. Business Performance Insights offers a benchmark sample below.

Benchmarking is not a categorical way of determining who should or shouldn’t be hired. It represents a structured way of comparing candidates by working towards a well-defined picture of what the most ideal candidate looks like so that hiring managers can make more informed hiring decisions.  Research done by TTI shows that job benchmarking is most effective when it incorporates multiple perspectives.

1. Identify your best sellers. Top Performers complete a 10-15 minute survey that identifies the behaviors and values for success in the sales position. 
2. A Job Benchmark is created by merging each Top Performers' results. 
3. Candidates are compared to the Job Benchmark to see if their behaviors and values align with the Top Performers.