Published by Clarke Bishop on 13 Feb 2007 at 08:16 am
How to Benchmark Performance Part-1: Purpose
We’ve established that using Performance Benchmarks is one of the best practices you can adopt. So let’s get started:
I recommend a Performance Benchmark include three key sections:
- Purpose - Overall, why are your hiring a person for this role?
- Results - What results do you expect a great employee to produce?
- Skills & Competencies - What special skills or other characteristics would a great employee need?
Purpose
Why are you hiring someone for this role? Answer like this: “The ROLE NAME at COMPANY exists to ________.” As an example: “The CEO of MyCo exists to grow the company by 15% per year while maintaining 20% profitability.”
Keep it simple and don’t try to cram everything in there. Sure, you want your CEO to maintain compliance with relevant laws, avoid lawsuits, develop people, and a bunch of other stuff. But, what do you really care about? Be Straight! This isn’t the place to sound good! Having a clear purpose sets the context for the job, creates clarity, and helps you get started defining the results you want.
Next, we’ll look at defining and specifying results.
How to Benchmark Performance Part-2: Results & Skills : Talent Appeal Recruit Select Retain Develop the Best People on 14 Feb 2007 at 11:24 am #
[...] We were just looking at Performance Benchmarks and importance of having a clear purpose for the role. Now, let’s look at the other key parts — Results and Special Skills or Competencies. [...]
Effective Interviewing — Art or Science? : Talent Appeal Recruit Select Retain Develop the Best People on 21 Feb 2007 at 2:14 pm #
[...] Start with a clear Performance Benchmark. If you don’t know what you’re looking for, how will you know when you find it? How would you know if you got a great employee or not! [...]