Are you tired of sifting through dozens, if not hundreds of resumes, wondering which candidate is the right fit for the job and your organizational culture?

Are you looking for a better way to hire the right people to be more competitive?

What talents does a job require for superior performance?

The JOB has the answer! Let the job talk and listen to what it says. That’s right. Let the JOB talk through an unbiased process called a Job Benchmark.

Greg Blencoe, The Supermanager, says, hire for attitude and train for skill. Ding, ding, ding! What prize do we have for him Johnny! Couldn’t agree more!

Most organizations hire for experience and fire for attitude.

A benchmark quickly determines the behaviors, values, personal skills and task preferences required for superior performance.

A study by MSU found the employment interview was only 14% accurate in predicting future performance. One reason is we’re human and have a personal bias. The benchmark process makes it easy to remove common biases often associated with the hiring process.


 The Job Benchmarking Process

The benchmark process is a unique and effective solution because it benchmarks a specific job, not the people in the job. In essence, we’re letting the JOB talk.


• Identify the Job to be Benchmarked

It’s imperative to understand why the job exists and how success in the job is measured. What’s the history of the position, and how does it fit in the company’s overall strategy.

• Identify Subject Matter Experts

Subject Matter Experts (SME) are people within the organization that have an understanding of the position. They’re important to the success of the benchmark.

• Define the Key Accountabilities

SME’s let the job talk and define the position’s key accountabilities. We ask, why does this job exist?

• Prioritize and Weigh Key Accountabilities

The Subject Matter Experts rank the key accountabilities by considering their importance and the amount of time they require.

• Respond to the Job Assessment Individually

Using the key accountabilities as a focal point, each SME will respond to the job assessment and provide their input regarding the performance requirements of the job.

• Review the Multiple Respondent Report

Based on a unique analysis, the Multiple Respondent Report combines the input of all SME’s to create a benchmark for the job that lists the job requirements in each category measured.

• Compare Talent to the Job Benchmark

New hire candidates take an online assessment. We take their results and compare it with “what the job wants.” We run a gap report so you can easily determine the best job fit and identify coaching opportunities for the onboarding process.

• Discuss the Results & Implementation Strategy

Within the framework of a company’s overall selection process, effective hiring decisions can be made and productivity can begin immediately.




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