From not preparing job benchmarks to ignoring a candidate’s personality, hiring mistakes can be a major setback to the growth of any organization. 

It’s disheartening to put so much time and effort into new hires only to find out they aren’t a good fit or aren’t who they portrayed themselves to be. Plus, a bad hire can be quite expensive.

Job benchmarking, simplified, is a three-step process. We start by gathering Subject Matter Experts and through facilitated discussion Key Accountabilities of the specific job role are determined.  What competencies or soft skills are most important to the job role?  Does the job role include interacting with customers? Then Customer Focus will be a prioritized skill.  What kind of Driving Forces or passions do employees need for this role?  Is someone with a love for continuous learning important to this role?  This is measurable information. What about DISC style or behaviors?  Does the job require someone who likes to be the leader/decision maker or does it need someone who prefers a more collaborative position?  Once these Key Accountabilities have been determined, the SMEs take an assessment, which then is used to build the benchmark or the standard by which a candidate is measured.