Identify and define your hiring benchmarks to hire the right employees. Setting hiring benchmarks is a critical part of a successful hiring process. Understanding and clarifying what someone needs to succeed in a position is the first step to a successful hire. Being able to compare candidates against those job requirements is a more standardized approach that can drastically improve your hiring outcomes.
There are so many aspects to the hiring process that it is often difficult to know what went right or wrong. Setting benchmarks is essential to minimizing your hiring mistakes. The goal in hiring is to identify the candidate who fits your hiring benchmarks the best. We call this overall job fit.
How will you know if your candidate fits the hiring benchmark and how far off the benchmark they are? This requires quantifiable observations or data. This data can be obtained through observations, assessments and interviews. The greater the overall job fit with the hiring benchmarks the greater the probability of success in the job. Matching people to jobs means hiring people who have the capability to perform at a higher level. These high performers are also more likely to be engaged in their job. When hiring methods are focused on job relevance, biases against minority groups and women are minimized. The hiring process is viewed as more fair and it results in more diversity.
If your hiring benchmark has job relevance it is more fair because it favors those candidates who have the best job fit. High job relevance reduces legal challenges. In most countries laws require nondiscriminatory hiring related to minorities, women, and the disabled. In the United States, job relevance is an important component in most HR decisions. Job relevance begins with a job analysis to identify the KSA’s of the job. KSA’s are the Knowledge, Skills and Abilities needed for the job. Usually, conducting a job analysis study or a job survey is used to collect the KSA information. You can also go to an existing database such as the US Department of Labor’s online O*NET to identify KSA’s. Job relevance means that your hiring decisions are based on the match between jobs and people. It involves figuring out what it takes to do a specific job, and then finding people who have good job fit. This means first assessing the needs of the job, and then assessing the characteristics of people to find the best matches.
Our definition of Actionable is information that allows a decision to be made or an action to be taken. Do your hiring benchmarks provide an actionable guide for your hiring decisions? Do your hiring benchmarks help you create interview questions that further assess candidate job fit? Do your hiring benchmarks provide actionable guides to coaching methods or strategies for your new hires?
Completing a Job Description Survey for your open position will create a customized Hiring Benchmark Report. This report offers a detailed profile of the work-related abilities, interests, motivations and personality traits of top performers in the position. The Hiring Benchmark Report provides data about the requirements of the job and it can also be used to supplement, organize and analyze the information provided in résumés, background checks and the interview. You will receive your Hiring Benchmark Report via email. Put your hiring benchmarks to work by implementing a structured evaluation process for your recruiting and hiring efforts. Use your Hiring Benchmarks to Hire the Right Employee.