Job benchmarking
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Job matching or job benchmarking combines a process with personal assessments to help identify and select candidates for specific jobs. It is based on the premise put forth by TTI Success Insights President Bill Bonnstetter, "If the job could talk, what would it say." Utilizing this methodology will help HR and hiring managers reduce candidate hiring costs and dramatically eliminate re-hiring costs.
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Job benchmarking
- 1. Job Benchmarking If the job could talk, what would it say? 1 Ron Feher Chief Improvement Officer www.whiterockbusiness.net rfeher@whiterockbusiness.net 949-466-0943 www.linkedin.com/in/ronaldafeher
- 2. “A bad apple on a team costs you far more than just the labor costs of that person, it costs you the performance of the team.” – Bill J. Bonnstetter 2
- 3. What does it cost to hire a new employee? 1. Cost of current loss of productivity from previous employee 2. Costs associated with HRs process for new hires 3. Costs associated with advertising, recruiters, job sites, etc. 4. Costs associated with the time for reviewing resumes and interviewing 5. Costs associated with training new hire 3 What if you could assess what it would take for a candidate to be successful at a particular job?
- 4. What are the additional costs of hiring the wrong candidate? 1. Harvard Business Review – 80% turnover due to bad hiring 2. U.S Department of Labor – Average cost of bad hire can equal 30% first year earnings 3. HR.com - $7,000 to replace salaried employee; $10,000 to replace mid-level employee; $40,000 to replace senior executive 4 What if you could match the job assessment to potential candidate assessments?
- 5. 5 TTIs Dimensions Of Superior Performance
- 6. Job Benchmarking Five Sciences 1. Behaviors (DISC) 2. Motivators 3. Skills/Competencies 4. Emotional Intelligence (EQ) 5. Acumen (Perception of self & the world around you) 6 What if you could reduce the built-in biases that we currently have in our hiring practices?
- 7. TTIs 12 Behaviors (DISC) • Interaction with others • People orientation • Competitiveness • Frequent change • Customer relations • Versatility 7 • Urgency • Follow up/Follow through • Following policy • Consistency • Analysis of data • Organized workplace What if you could match the job behaviors with those of potential candidate?
- 8. D – Dominance. How you react to problems/challenges 8 I – Influence. How you react to people/contacts S – Steadiness. How you react to pace/consistency C – Compliance. How you react to procedures/constraints Adapted Natural
- 9. Behaviors Report 9 • General Characteristics • Value to the Organization • Ways to Communicate • Ways not to Communicate • Communication Tips for Other Behavior Styles • Perceptions (Yours/Others) • Natural/Adaptive Styles in Work Environment • Time Wasters • Areas for Improvement • Ideal Environment
- 10. Motivators 10 • Personal Drivers – Why we do what we do • Influence decision making • Our way of perceiving value in what we do • Provides filters within what we do • Identifies our biases within what we do • Motivators affect Behavior What if you could match the job motivators to potential candidate’s motivators?
- 11. The Six Motivators 11 • Theoretical – Driven by Knowledge (Sheldon Cooper) • Utilitarian – Driven by ROI (Donald Trump) • Aesthetic – Driven by form, harmony, beauty (John Lennon) • Social – Driven by helping others (Mother Theresa) • Individualistic – Driven by position/power (Darth Vadar) • Traditional – Driven by a specific set of values/system (Dr. Leonard McCoy)
- 13. Skills/Competencies 13 • Measures 23 different personal skills • Personal skills help measure your value to the organization • Personal skills add another dimension when selecting a job candidate • Shows “what” a person had demonstrated an ability for What if you could match the job skills/competencies to potential candidate’s skills/competencies?
- 14. 14 Personal Skills Ranking Well Developed Developed Moderately Developed Needs Development
- 15. 15 What if you had a report that showed how each candidate measured up to the assessed job?
- 16. The Job Benchmarking Process • Step 1 – Setup - SMEs • Step 2 – Job Key Accountabilities Identified • Step 3 – TTI Success Insights - Job Report Run • Step 4 – Candidates take TTI Success Insights Talent Assessment Report • Step 5 – Job/Talent comparison Report is Run 16 TTI Success Insights Authorized Provider
- 17. Job Benchmarking Better matching the job to the candidate 17 Want more information? Contact WhiteRock Business Solutions rfeher@whiterockbusiness.net (949) 466-0943
- 18. Questions? “I felt gratified to be able to answer quickly, and I did. I said I don’t know.” – Mark Twain 18 WhiteRock Business Solutions My business is to help make your business better.
Editor's Notes
- What are the costs of hiring a new employee? At the very least, the following costs must be considered.
- What about the additional costs associated with hiring the wrong person. Harvard Business review stated that 80% of employee turnover is due to bad hiring by the company. The US Department of Labor stated that the average cost of a bad hire can equal as much as 30% of their first year’s earning potential. HR.com stated that it can cost upwards of $7,000 to replace a salaried employee, $10,000 for a mid-level manager/employee and $40,000 to replace a senior executive. Bottom line – It costs companies a lot of money to hire an employee and even more to replace a bad hire. That being said, it behooves them to utilize every tool at their disposal to be able to hire the right candidate the first time.
- TTI Success Insights® has identified its Dimensions of Superior Performance consisting of emotional intelligence, intelligence, motivators, education & training, experiences, personal skills (competencies), acumen, and behavior. Their assessments measure five of the eight dimensions (intelligence, education & training, and experiences are not measured). Of the five dimensions, three of them – behaviors, motivators, and personal skills (competencies) – are used in the job benchmarking process. You can add emotional intelligence and acumen for a more in depth assessment if desired.
- Our current hiring process has built-in biases. Those biases include our own experience, education, and intelligence. We measure potential candidates consciously or subconsciously using these biases. The keys to the job benchmarking process are to identify the key accountabilities/responsibilities of the position and to eliminate as much personal bias as we can by utilizing the mindset, “If the job could talk, what would it say?” In other words, we want to benchmark the job, not the people who may be currently in the job. The job benchmarking process utilizes at least three and up to five of the sciences shown here.
- TTIs DISC assessment measures these 12 specific behaviors within the four measures of … D – Dominance – How you handle problems and challenges I – Influence – How you influence others S – Steadiness – How you react to change and variation C – How you react to rules and authority
- Here is an example of the behaviors report which shows the four behavior styles in two specific graphs, natural behavior and adapted behavior based on the four areas within the DISC profile
- These are the categories that are covered in the report on Behaviors
- TTI Success Insights measures six different types of motivators. The top two motivators drive people to action. Motivators are our personal drives. The identify “Why” we do things. It is our way of perceiving value in how we behave. Additionally, motivators provide our filters for how we operate and they help to identify our biases. Bottom line. Motivators effect our behavior both in our personal lives and most certainly on the job.
- These are the six motivators that TTI Success Insights measures and some well known people who match the specific motivator.
- The resulting motivator report shows how strong a particular person is for each motivator measured. In this example, the person is high utilitarian meaning they are driven by money or return on investment. Their second highest is individual or the drive for power. The lines above or within the bar charts are the national average.
- TTI Success Insights looks at 23 different personal skills that help measure an individual’s value to an organization. They show “What” a person has demonstrated an ability for in their past positions.
- The competencies/skills report highlights personal skills by whether they are “well developed”, “developed,” “moderately developed,” and “needs development.”
- One of the available TTI Success Insight benchmarking reports highlights each assessed area of the job with those assessed areas of the potential candidate.
- So how does the process work? Step 1 – Setup – Identify Subject Matter Experts (SMEs). This is between 3-5 people. These are people who are currently doing the job, managing the job, are customers or suppliers of the job or have a lot of interaction with the job. Step 2 – Key Accountabilities – Identify the key accountabilities of the job. What it takes to be successful at this job. This is done in a brainstorming session with the SMEs. The answers are then categorized with the individual elements identified. For example, you will be able to identify a lot of areas around customer service, so you would categorize them under a title of Customer Service and so on. Once you’ve completed that, you need to identify which of the categories take the most time. In other words which categories will the candidate be spending most of their time. This information is used when answering the questions for the Job Assessment Report. Step 3 – Job Assessment Report – All of the SMEs take the TTI Job assessment. The resulting “Job Report” will contain all of the SMEs combined information on what behaviors, motivators, and skills/competencies are important to the job. You end up with a concise job assessment which has had input from all the stakeholders Step 4 – Talent Assessment Report(s) – Each candidate, or the final 3-5 candidates take the Talent Assessment which will identify a candidate’s behavior style, motivators and skills/competencies. The TTI Success Insights Authorized Provider will then run a combined Job/Talent comparison report so that you can compare the candidates to the job.