Benchmarking in business

BENCHMARKING

The following is in two parts starting with profiling the job and then moves on to the process of measuring the individuals in the team to be benchmarked. We can then identify the types of people and personality profiles that best fit the job so we can use these as a guide for future candidates to be matched to

PROFILING THE JOB

I recommend the following method to check on the real requirements of any job before commencing the employment process. There are two sides to every coin, with recruitment there is the candidate and the job. Often it is the job is not measured.

For this we use a Job Profiler, I used the one available from Human Capital (£5 each) which has a series of 24 questions in an easy to complete form. This is a useful way to check ones perception of the job, and that of anybody else that also completes a Job Profiler form.

H.R. or other professionals that already use a type of psychometrics in their organisation might be familiar with profiling and the methodology of DI.S.C. It is where we start with the Job Profiler tool. Once complete it gives one an insight into what type of personality will best fit the job as conceived by those completing the form.

For this reason I recommend more than one person undertake this, ideally at least one person that is already doing the job well, plus their manager or supervisor.

Then the different results can be discussed and an agreed consensus arrived at. The whole process is easier than one might think and could be completed faster than it took me to write this piece about the process.

MEASURING EXISTING STAFF

When adding to ones employees it is always advisable to benchmark those already employed and doing the job in mind. This way we can obtain the ideal options in type of personality towards a correct employment match.

It will then be possible to measure all candidates make informed selection short lists before committing to time consuming interviewing. Measuring is now made easy via an on line version of Personality Performance Indicator, (PPI for short) the costs vary according to numbers used, for the link to try a free one first see below.

Benchmarking using our D.I.S.C. based PPI is an effective way to ensure not only a successful personality fit but also go a long way to secure a culture match.

Once completed the results are correlated and discussed at management level. The nature and options on personality fit soon become obvious to all those taking part. The resulting profiles are agreed on and documented ready to be used in any recruitment process.

The writer and two other specialists at Human Capital have completed many benchmarking projects before and would be pleased to discuss the methods and how these are pulled together further, and if necessary quote for running any such requirement, contact via web site below.

I hope this has helped and given you some ideas, regards.

John Herbert

Director

www.hcd-online.com (Link for profiling) try one for free.

www.human-capital-development.com