Hiring Benchmarks to Hire the Right Employees

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Define Your Hiring Benchmarks - Identify and
define your hiring benchmarks to hire the right
employees. Setting hiring benchmarks is a
critical part of a successful hiring process.
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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.
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What Makes a Hiring Benchmark Effective?
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.
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• Is Your Hiring Benchmark Measurable?
• 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.

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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.
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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.
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Does Your Hiring Benchmark have Job Relevance? 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.
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In the United States, job relevance is an
important component in most HR decisions. Job
relevance begins with a job analysis to identify
the KSAs of the job. KSAs are the Knowledge,
Skills and Abilities needed for the job.
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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 Labors online ONET to
identify KSAs. Job relevance means that your
hiring decisions are based on the match between
jobs and people.
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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.
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Are Your Hiring Benchmarks Actionable? 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?
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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?
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Complete a Job Description Survey 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.
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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.
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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.
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