Benchmark and Define the Job

If You Don't Know What You're Looking For How Do You Know When You Find It? 

The most important step in the selection process is defining the job. It is also the step that receives the least attention. The lack of focus on this step is the source of most poor selections of leaders and managers from both internal and external candidates.

How Do You Define a Job? 

Most job descriptions are long lists of tasks and duties. Although they relate in some way to the results a job has to produce, they are not results. Some questions you could ask and answer to get to the heart of the job are:

  • What are the results this job has to produce? 
  • What results won't be created if this job is not filled?
  • What are the priorities of this job in the next year? The next 3 years? 
  • If the job could talk, what would it tell me?

Our patented benchmark process answers that last question; if the job could talk what would it tell me? It is just one of the questions we ask as we facilitate the development of a customized job benchmark for a management position. The participants get to define the job in the context of results and key accountabilities. They then complete an online questionnaire that generates an accurate picture of the job in three primary dimensions

  • Behaviors
  • Motivators 
  • Personal Skills and/or Competencies 

No two jobs are the same! Your open management position is unique. 

We provide a customized benchmark for management selection because every management job is different. Many assessment organizations provide standardized benchmarks that are deigned for an industry or specific job. But the results and key accountabilities of jobs in other organizations or cultures are very different from those in yours. If you use a standard benchmark for an industry or a particular job title you will not generate an accurate match and your risk of a selection mistake will rise. 

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