Job Benchmarks

Develop an ideal candidate profile that you can use to hire the perfect match – for sales roles and beyond

Don’t Leave Your Hiring Decisions to Gut Feelings Alone

Have you ever hired someone who looks great on paper, only to be disappointed by their performance once they’ve joined your team?

The job benchmarking process takes the guesswork out of hiring, by identifying exactly what a position needs for success, and then comparing your candidates to that ideal profile.

Don’t Leave Your Hiring Decisions to Gut Feelings Alone

Job Benchmark Benefits

sales profile, personal motivators, ideal candidate, hiring profile

Create Alignment

Achieve consensus among stakeholders in your organization on the key competencies most important to the role

Streamline the Hiring Process

Streamline the Hiring Process

Quickly identify the strength and gap areas of each of your candidates, and dig deeper with customized interview questions

Reduce Turnover

Reduce Turnover

Avoid costly hiring mistakes and choose the candidate that’s best matched for the role requirements

Job Benchmark Benefits

Skills and qualifications determine whether a candidate is capable of doing a job, but personal motivators and behavior style reveal whether they’ll actually be driven to excel in a particular position.

The TriMetrix benchmarking process evaluates a position and takes into account:

  • Key accountabilities the role demands
  • Competencies or personal skills required for success
  • Behavior styles that match the nature of the job
  • Motivators that a candidate will need to be driven

How the Benchmarking Process Works

Identify the Role and Subject Matter Experts

Identify the Role and Subject Matter Experts

You’ll identify the role to benchmark, and the people within your organization who understand what the job requires for success today and into the future.

Define, Prioritize, and Weigh Key Accountabilities

Define, Prioritize, and Weigh Key Accountabilities

During an interactive session with a consultant from The Brooks Group, you will identify and prioritize the accountabilities and competencies most important to the role.

Respond to the Survey and Review the Report

Respond to the Survey and Review the Report

Through a multifaceted job report, the benchmarking team will complete individual surveys. This survey is merged and reviewed, revealing a report with a clear picture of the job and what it needs for success.

Compare Candidates Using the Comparison Report

Compare Candidates Using the Comparison Report

You’re ready to use your benchmark! Assessments are administered to your candidates, and a Comparison Report is created to uncover which areas make the candidate a good fit, and where gaps may exist.

Hear how one client has benefited from incorporating job benchmarks into their hiring and onboarding process.

Job Benchmarks

The TriMetrix Comparison Report

View Sample Comparison Report 
The TriMetrix Comparison Report

The Custom Interview Guide – Free with Every New* Job Benchmark

Once you’ve used the benchmark to identify the best-matched candidate, insight from the report will provide suggestions for targeted interview questions.

The Custom Interview Guide gives you the insight of an expert hiring consultant, in a convenient and easy-to-use guide that you can share with everyone involved in the interview process.

  • In the guide, you’ll receive:

  • Customized questions to drill down on potential challenge areas
  • Tips and best practices to follow-up on a candidate’s answers
  • An accessible and easy-to-use format to simplify the hiring process

View how the Custom Interview Guide works in the video below

View how the Custom Interview Guide works in the video below

*The Interview guide comes standard with every new benchmark you create and is available for an additional fee for existing benchmarks.

Reduce costly turnover and make talent your competitive advantage with the job benchmarking process.

Frequently Asked Questions

How long do benchmarks last?
When creating a job benchmark, it’s important to consider not only what the job requires today, but also what it will require as your organization moves into the future. To keep ahead of the curve and avoid the disruptive aspects of change, the current best practice is to update established benchmarks every 2 years.

Who should be involved in the benchmarking process?
The benchmarking process will involve a consultant from The Brooks Group, who will facilitate the session with your team members most knowledgeable about the position. This includes a minimum of 3 people within your organization (maximum of 10) that have a direct connection to the job—they may include a manager who has been in the role before, top performers currently in the same role, or anyone who will be directly affected by the performance of the person in the new position.

It’s important that the people involved in creating the benchmark are very familiar with the day-to-day activities of the position.

How long does the process take?
The interactive session needed to create the benchmark takes one hour. From there, your team members will be sent a survey to complete individually which typically takes around 45 minutes. The final report will then be reviewed and ready for you to use!

Ready to find the perfect match for your open position? Let’s start a conversation.