Benchmarks

Good human resource decisions should start with determining whether the abilities, interests and personality traits of job candidates match those required for the job for which the candidates are being considered. This can be accomplished by creating a profile or “Benchmark” of the features that a corporation’s experience has confirmed are required for the job.

It demands careful consideration of the actual requirements of the job before evaluating candidates, interviewing them and filling the job. The importance of establishing accurate job requirements can be better understood by example. Consider how uncomfortable you would be if the pilot flying your next flight was a risk-taker and disliked following detailed plans?

How concerned would you be if your child’s school bus driver was extremely assertive and very competitive? In addition to stipulating minimum experience and education prerequisites, the job requirements should identify the personal characteristics that are desired in a candidate.

While it is easy to define the technical requirements of a job such as the required professional qualifications or the ability to use a computer, it is much more difficult to define a “people-person” or a “self-starter”.

Prevue Benchmarks graphically display the desired characteristics for the job as an overlay in Prevue Reports. Once a Prevue Benchmark has been created for one of your organization’s positions, thereafter any job applicant can be matched to the criteria described in the Benchmark.

Prevue Benchmarks can be developed in the following five (5) different ways:

Concurrent Study:

This method uses the Prevue Assessment results of four or more top performers working in the same position to determine the common traits that are indicative of success in the position being benchmarked;

Job Description Survey:

This method relies on determining management’s views on the characteristics necessary to succeed in the position being benchmarked. Job Description Surveys are filled out by managers or others familiar with the position in order to determine the preferred characteristics of top performers;

Combination:

This method combines the previous two methods, incorporating both the profiles of top performing employees as well as management’s view of the position as determined by Job Description Surveys;

From Existing Benchmark:

Experienced Prevue users can copy and modify an existing Prevue Benchmark to use with a different position. An example of where this might be appropriate would be for positions that are very similar, but with different job titles; and

Manual:

Only a certified professional should manually “paint” a Prevue Benchmark. This process requires an in-depth understanding of the scales measured by the Prevue Assessment. We recommend that you contact an authorized Prevue representative should you wish to develop a Prevue Benchmark using this method.

All Prevue Benchmarks should be reviewed annually to ensure the characteristics of the job are current with changes in the workplace.

Prevue graph page with benchmark

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