Job Benchmarking

Benchmarking is the process of creating the profile of the ideal candidate for a position, and then measuring all candidates against that profile.

It’s most used in the interview process but can also be used to measure an employee in their current role.

The ideal candidate means a lot of different things to different people. This diversity of thought is a good thing, until it becomes a hindrance to the hiring process.

Get the multiple perspectives you need while saving time by putting together a team of Subject Matter Experts, or SMEs. While a panel of SMEs is not necessary, it is a best practice.

It can include employees who previously held the role, the candidate’s future direct report, and/or their future co-workers. Working in a collaborative process with multiple stakeholders provides a variety of thought and removes internal biases and personal agendas.

After the benchmark is created, introduce it several steps into your interview process, after the initial rounds of reviews. Most organizations only use a benchmark with their top 3-5 candidates. This way, the normal screening process isn’t disrupted; it just gives deeper insight into each candidate, and a professional way to measure that insight at the end of the process.

This patented Benchmarking Process leverages data to make the best decisions about candidates.

In addition, as an outcome of the process, roles have concisely defined responsibilities. Our benchmarking process defines the role instead of the individual.

The great thing about benchmarking is that it’s not focusing ultimately on qualifying or disqualifying a candidate, it’s about discovering what the business needs. It removes bias and relies on logic.

Let’s start a conversation to see how our Benchmarking process can benefit you!

“The benchmark process definitely helped us identify this candidate wasn’t going to be fit. I think we all have a better understanding of what we need in the role because of the assessment, and that clarity is extremely helpful!”