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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
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?
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?
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
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?
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
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