Role/Job Benchmarking

Let the Job Talk

If you need a proven approach to determining the talent necessary for superior performance, DDJ Myers can help. We have combined rational and organic approaches in an exciting job-benchmarking tool to ease your talent recruitment process. Our unique job benchmarking design allows you to determine the behaviors, values, personal skills and task preferences required for superior performance.

Ideal opportunities for job benchmarking include:

  • Internal assignments
  • External hires
  • Succession Planning
  • Employee Coaching Plans
  • Performance Opportunities

One of the most difficult parts of hiring is the actual interview. Our job benchmarking process makes it easy to remove common biases often associated with the hiring process. Instead, factual data based on job requirements provide a solid foundation for coaching and hiring success! The behaviors, values, personal skills and task preferences, automated in an easy to read report, highlight opportunities and potential challenges for success. At the click of a button, you receive a candidate comparative report or a report comparing multiple candidates.

The Job Benchmarking Process

The DDJ Myers steps emphasize benchmarking the job, not people in the job. To do this, we let the job talk through an interactive process and job assessment. Working with you through the process is a Job Benchmarking Specialist to help you make your next great hire. Here are the basic steps to glean information for the automated reporting segment of job benchmarking.

  1. Identify the Job to be Benchmarked
    It is important to understand why the job exists, how success in the job is measured, and the history of the position and how it fits the company’s strategy.
  2. Identify Subject Matter Experts
    Subject Matter Experts are people within the organization that have a direct connection to the job and use their expertise to create the job benchmark. We provide a questionnaire to support this segment.
  3. Define the Key Accountabilities
    Subject Matter Experts let the job talk and define the position’s key accountabilities, or critical goals and key business successes and accountabilities.
  4. Prioritize and Weigh Key Accountabilities
    The Subject Matter Experts rank the key accountabili¬ties by importance and time requirements.
  5. Respond to the Job Assessment Individually
    Based on the key accountabilities, each Subject Matter Expert responds to the job assessment, providing their input on performance requirements of the job.
  6. Review the Multiple Respondent Report
    Based on a unique analysis and date entered into an automated system, the Multiple Respondent Report combines the input of all Subject Matter Experts to create a benchmark for the job that lists the job requirements in each category measured.
  7. Compare Talent to the Job Benchmark
    A talent assessment on the same scale as the job will identify the characteristics an individual will bring to the job, allowing you to determine the best job fit and identify coaching opportunities.
  8. Discuss the Results & Implementation Strategy
    Within the framework of a company’s overall selection process, effective hiring decisions and increased capacity productivity begin immediately.

To learn more about this innovative process in creating superior performance in all your jobs, please call us. We are happy to share for sample reports and to share more ideas on this dynamic tool.