Getting the Best Talent Fit for a Job
One of the common issues in hiring good people is dealing with personal biases in a selection process. Our Job Benchmarking process is a unique and effective process 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.
It will have a direct effect on your bottom line. You will not only attract the best candidates, you will save time and money by hiring the right people the first time. You will reduce the learning curve with new employees who are strategically matched to fit your organization.
Job Benchmarking Process
- Setup: Identify the Job and “Subject Matter Experts”. It is important understand why the job exists, how success in the job is measured and how it fits the company strategy. The Subject Matter Experts (SMEs) are people within the organization who have a direct connection to the job. Their expertise will enable you to create the job benchmark.
- Key Accountabilities (KA): Define, Prioritize and Weigh KA’s. Through a facilitated discussion, the SMEs will define a comprehensive set of 3-5 KAs for the position. These will be ranked by importance and time requirement.
- Assessment: Respond to the Job Assessment and review the Multiple Respondent Report. The SMEs will each respond to the Job Assessment, keeping the KAs in mind. A Multiple Respondent Report combines the input of all SMEs to create a benchmark for the job.
- Results: Compare Talent to the Job Benchmark using a Gap Report. A talent assessment on the same scale as the job will identify the characteristics and individual will bring to the job, allowing you to easily determine the best job fit and identify coaching opportunities. If needed, a Job/Talent comparison report allows you to compare several candidates to determine the ideal person for the job
Refer to the Talent Insights Sample Report.