Too often we have a job, and we have a person, and we smash the two together or there is a job and person who has been in the department for a long time that seems like the best decision to make is to slide that person into the open position. Sounds easy, right? It may be easy, but it doesn’t always bring about success.
If a job could talk, it would explain precisely what was necessary to achieve superior performance. We could ask it to tell us about the:
Knowledge a person needs – what does a person need to know in this job to be successful?
Personal attributes required to drive success – Personal attributes are the characteristics that define who a person is. Rather than what a person can do or what they’ve learned, the job would tell us what innate qualities and natural talents are important to do the job effectively? These personal attributes play a role in how adeptly a person can do certain tasks.
Rewards for stellar performance – What are the appropriate ways to positively reinforce for a job well done? What rewards connect to exceptional performance?
Hard skills vital for the job – What are the actual competency skills that are essential for job performance? What needs to be learned and what skills are valuable for productivity?
Behaviors necessary to perform at peak levels – what behaviors and behavioral traits will result in a person’s ability to perform at the highest levels?
Intrinsic motivators – and what are the internal motivators that drive performance? What are the driving forces to keep a person energized and going while they are doing the job?
But we know that jobs can’t talk. If they did, we’d hear the real story.
If we have the story from the job, then we need the process of evaluating the person or candidate to see how what we need for the job aligns to what the person has to offer the job.
It is important to have an unbiased systematic process to accurately evaluate the person in those same key areas, including skills, behaviors, motivators, and business acumen. We use a market leading process where we first understand the job, then assess the person and then see how everything matches up. Sometimes there is a perfect match. Sometimes there is not. An effective Job Benchmarking process helps to take an objective look at the connections and where there is potential, helps to create a plan to move a person closer to the ideal for what the job requires.
The August Featured Program is on Job Benchmarking, download our brochure to learn more about this market leading job benchmarking process that helps to increase employee engagement, productivity, and fulfillment.
Contact info@trainingedge.com to learn more or call 610.454.1557.
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