There are four steps to creating a valid Job Benchmark:
Define the Job
- Create a Job Description
- Develop 3 – 5 Key Accountabilities for this job that are measurable and doable.
- Create the Job Benchmark for the job role (what must the person with this role do every day to keep the business healthy?)
- Create a Position Profile for candidates.
- Ask questions about character, their passion and calling and look for chemistry. Ask questions about the competencies on the resume and ask for examples.
- Check references.
- Select your top 3 – 5 candidates and compare them to the Job Benchmark you created. Here’s an example:
- Use a comparison report to compare the candidates to the Job Benchmark and each other to establish 2 potential candidates.
- Have another final interview and make an offer.
Great Idea: Here’s an example of two candidates for an outside sales position. Which one would you pick? Send your answer to email@example.com to win fabulous merchandise if you’re right.
- Negotiate the offer and package.
- Onboard based on the gaps from the Job Benchmark (NOT vanilla onboarding).
- Intentionally integrate the new person to the team(s).
Creating a Job Benchmark requires you to define the job carefully. This can be done by combining the profiles of top performers or it can be done by facilitating and creating the job with people who know the job well.