Job Benchmarking can be broken into four key phases. Each phase is contingent on the one prior, and the entire benchmarking process can be duplicated across all positions within the company.
Identify the Job and “Subject Matter Experts”
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 strategy. The Subject Matter Experts (SMEs) are people within the organization that have a direct connection to the job. Their expertise will help you create the job benchmark.
Define, Prioritize and Weigh Key Accountabilities
Through discussion, the SMEs will define a comprehensive yet succinct group of 3-5 key accountabilities for the position. These will be ranked by importance and time requirement.
Respond to the Job Assessment and Review the Multiple Respondent Report
The SMEs will respond to the Job Assessment keeping the Key Accountabilities in mind. Based on a unique analysis, the Multiple Respondent Report combines the input of all SMEs to create a benchmark for the job.
Compare Talent to the Job Benchmark using a Gap Report.
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. Within the framework of a company’s overall selection process, effective hiring decisions can be made and productivity can begin immediately.