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Job Benchmarking

Minimize the cost of a bad hire

What is a Benchmark?

Job Benchmarking is a unique and effective solution because it benchmarks a specific job, not the person in the job. To do this, we let the job talk through an interactive process and job assessment.


The benchmarking process establishes Key Accountabilities to create 3-5 reasons why a job exists by brainstorming with Subject Matter Experts, those who know the job the best. It answers the question, "What does superior performance look like?"

Think of a benchmark as a “360 Survey” but one that is not asking about a person but a job, completed by those that know the job best. 

How do you know what the job needs?

Benchmarking a job minimizes bias and provides a clear objective and collective voice to what behaviours, motivators and skills the job needs. 

The end results (the Multiple Respondent Job Report) will tell you: 

  • The behaviours most needed for a job 

  • The motivators the job rewards 

  • The skills required to perform at a superior level 

Job Matching Provides the Foundation for:
  • Hiring and interviewing process

  • On-boarding New Staff

  • Personalized Development Plan for both New and Current Staff

  • Personalized Managing, Coaching or Mentoring Programs

  • Job-Related Performance Systems

Job Benching Marking Process

Job Benchmarking can be broken into four key phases. Each phase is contingent on the one prior, and the entire benchmarking process can be duplicated across all positions within the company.

Setup: Identify the Job and “Subject Matter Experts”

It is important to understand why the job exists, how success in the job is measured, the history of the position and how it fits the company strategy. The Subject Matter Experts (SMEs) are people within the organization that have a direct connection to the job. Their expertise will help you create the job benchmark.


Key Accountabilities: Define, Prioritize and Weigh Key Accountabilities

Through discussion, the SMEs will define a comprehensive yet succinct group of 3-5 key accountabilities for the position. These will be ranked by importance and time requirement.


Assessment: Respond to the Job Assessment and Review the Multiple Respondent Report

The SMEs will respond to the Job Assessment keeping the Key Accountabilities in mind. Based on a unique analysis, the Multiple Respondent Report combines the input of all SMEs to create a benchmark for the job.


Results: Compare Talent to the Job Benchmark using a Gap Report.

A talent assessment on the same scale as the job will identify the characteristics an individual will bring to the job, allowing you to easily determine the best job fit and identify coaching opportunities. Within the framework of a company’s overall selection process, effective hiring decisions can be made and productivity can begin immediately.

Job Benchmarking Tools

Benchmarking tools to ensure the best job fit. We recommend the following suites for superior Job Benchmarking:

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