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WELCOME!

• What Is A Job Benchmark?

• Why Do A Job Benchmark?

• How To Create A Job Benchmark

• Who’s Involved In A Job Benchmark?

• Key Accountabilities Exercise

• The Benchmarking Bonus

• Benchmarking Tools

• Bring On The Benchmarks!

AGENDA

“Think of job benchmarking as a

better way to get the right

people in the right role.”

WHAT IS A JOB

BENCHMARK?

In a Robert Half Finance & Accounting

survey, more than 36% of CFOs

interviewed said the top factor leading to a

failed hire, aside from performance

issues, is a poor skills match.

DID YOU KNOW?

Setting the Standard for Excellence in Your Organization

WHAT IS JOB BENCHMARKING?

• Something that serves as a standard by which others may be

measured or judged.

• A patented process that provides an organization with the ability to

determine the wants or needs in terms of

skills/knowledge/behaviors/motivators/experience for a specific

role.

WHAT IS A BENCHMARK? (According to Merriam-Webster)

JOB BENCHMARKS

“Because all jobs require the

right talent – not just a body.”

WHY DO A JOB

BENCHMARK?

According to Deloitte’s 2014 Global

Human Capital Trends report, companies

that want to survive and thrive in this

world should constantly attract new talent

and ‘re-recruit’ the talent that is already in

place.

DID YOU KNOW?

To Stop Guessing – and Start Guiding

• Provide an unbiased way to determine WHAT is actually needed.

• Eliminate costly hiring mistakes.

• Set the stage for the rest of the selection and development process.

• Get the right person for the right role from the start.

THE BENEFITS OF JOB BENCHMARKING:

WHY BENCHMARK?

To Stop Guessing – and Start Guiding

• Hiring

• Onboarding

• Coaching

• Development

• Succession Planning

BENCHMARKING IMPROVES:

WHY BENCHMARK?

“One and done doesn’t

cut it when it comes

to benchmarking.”

HOW TO CREATE A

JOB BENCHMARK

According to the Michigan State

University Study in 1984 by John E. &

Rhonda R. Hunter, interviews alone will

NOT ensure a good hire.

DID YOU KNOW?

Implementing Job Benchmarking to Find the Right Fit

BENCHMARKING ISN’T ABOUT THE PERSON

CURRENTLY FILLING THE JOB:

• Benchmarking a person only determines what skills, knowledge,

behaviors, etc. THAT individual has.

• This tells us how a specific person is doing the job NOW – there

may be a significant gap between their actual performance and

desired performance.

THE PERFECT MATCH

Implementing Job Benchmarking to Find the Right Fit

• Remember to benchmark THE JOB – not the person.

• Evaluate existing employees in their roles.

• Match the person with the job.

ESTABLISH BENCHMARKS BASED ON WHAT YOU NEED

FROM A ROLE RIGHT NOW:

THE PERFECT MATCH

“Gather a team of key subject

matter experts who depend on the

role in question for their own

success – trust me

– they will want a say.”

WHO’S INVOLVED

IN JOB

BENCHMARKING?

Job benchmarking is not a one-size-fits-all

approach AND maintains EEOC

compliance.

DID YOU KNOW?

Involving Key Stakeholders in the Benchmarking Process

STEP 1: Identify possible stakeholders.

STEP 2: Develop 3-5 KEY ACCOUNTABILITIES for the role to clarify

expectations – and utilize tools to measure future performance.

STEP 3: Have each stakeholder fill out the job report to determine

the top competencies/behaviors/motivators/acumen needed for the

job from their perspective.

KEY STAKEHOLDERS

GROUP EXERCISE

“What are the

key accountabilities for a

sales rep role?”

Sales Rep Example

• To meet or exceed sales and profitability goals.

• To provide viable solutions and satisfy the needs of customers.

• To professionally represent the company in mission, values and

goals.

• To develop and manage the referrals, leads, prospects in the pipe-

line.

KEY ACCOUNTABILITIES FOR A SALES REP INCLUDE:

KEY ACCOUNTABILITIES

THE

BENCHMARKING

BONUS

“Remember, every part of an

organization flows into every other

part. All the pieces (and people!)

must work together to support

each other.”

Almost one-third of all employees

surveyed expect to leave for another job

within the next year. About 20 percent

estimate their chances of leaving to be

greater than 50 percent.

DID YOU KNOW?

Do Your Business A Favor

• Creates cross-organizational alignment.

• Starts employees off on the right foot, down the right path.

• Identifies focus areas for day-to-day and future improvement.

• Provides metrics and KPI’s to facilitate better:

BENCHMARKING IMPROVES RETENTION PERCENTAGES,

REDUCES TURNOVER COSTS AND FACILITATES

SUCCESSION PLANNING:

o Performance Reviews

o Employee Development

BENCHMARKING

As Powerful for Your Employees As It is for Business

• Empower employees.

• Creates a much – MUCH – better onboarding experience.

• Ties individual accountability to business goals.

• Helps individuals continue to learn and grow – in the right direction.

• Allows employees to track their own progress.

THE EMPLOYEE BENEFITS OF BENCHMARKING:

BENCHMARKING

As Powerful for Your Employees As It is for Business

• Provides clarity and organizational accountability for employees.

• Facilitates better and more efficient conversations with managers.

• Assures they’ll be measured fairly and accurately.

• Prevents employees from getting lost in the shuffle; they can

demonstrate how they stand out.

BENCHMARKING

THE EMPLOYEE BENEFITS OF BENCHMARKING:

BENCHMARKING

TOOLS

“No one comes to a job as the

complete package, but

benchmarking can help you plot a

course to help them learn and

grow.”

TTI Success Insights has a 92% retention

rate with talent acquired through the job

benchmarking process.

DID YOU KNOW?

JOB COMPETENCIES

Gap Report Example

JOB REWARDS/CULTURAL HIERARCHY

Gap Report Example

Train and Retain Tomorrow

• You must select an appropriate tool for the task – hiring and

development tools can not be used interchangeably!

• Consistency is key – use the same tool for the same purpose.

• Revisit on a regular and recurring schedule.

BENCHMARKING TOOLS HELP TO SUPPORT

ORGANIZATIONAL AND EMPLOYEE GOALS, BUT ONLY

WHEN USED PROPERLY:

BENCHMARK TODAY

BRING ON THE

BENCHMARKS!

“The bottom-line is benchmarks

help you make better hiring

decisions that better your

business.”

• Private schools cut turnover from 80% to

20% after benchmarking their teacher

positions.

• Call centers cut turnover from 90% to 40%.

• Consulting firms cut turnover from 100% to

0% after benchmarking their consulting

role.

DID YOU KNOW?

Creating and Implementing Benchmarks

• Decide which job family or families you plan to benchmark.

• Determine which stakeholders need to be involved.

• Set a day and time to benchmark each job (giving each a dedicated

day – and complete attention).

• Conduct the benchmark and get the results.

TAKE THE NEXT STEPS TO CREATE AND IMPLEMENT

BENCHMARKS:

GET GOING! NEXT STEPS

Creating and Implementing Benchmarks

• Assess internal employees and potential hires against the

benchmark.

• Hire the RIGHT person.

• On-board your new hire (don’t forget that binder!)

• Keep moving through your job families until you have benchmarked

all of them -then start the assessment process all over for each one.

TAKE THE NEXT STEPS TO CREATE AND IMPLEMENT

BENCHMARKS:

GET GOING! NEXT STEPS

Questions?

Please visit our website at www.talentconnections.net or

www.careerspa.net for upcoming webinars.

You will also find a section of previously recorded webinars that

you can view.

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by Vicki LauterA CareerSpa Webinar