Definition of Benchmarking:
Benchmarking as a general process involves establishing a standard of comparison and then evaluating or measuring something else against that standard.
What does Benchmarking mean in hiring?
In the context of pre-employment testing, benchmarking most commonly refers to establishing certain score ranges or profiles as "benchmarks" to compare against the test scores of applicants.
By benchmarking, you give yourself a frame of reference that can help you identify candidates whose performance is comparable to the top performers who are already on your team. These benchmarks can also ground your candidate evaluations in reality and reduce unnecessary turnover (both voluntary and involuntary).
Why is Benchmarking important for evaluating candidates?
Let’s consider an example. If a company hiring computer engineers decides to administer an aptitude test to all of its applicants, setting benchmarks will allow the company to make more informed decisions for establishing cutoff scores and filtering out unqualified candidates.
How are hiring benchmarks created?
Benchmarks for testing can be established in a variety of ways. A company can conduct a local validity study internally by testing its current employees in a particular position to determine what score standards already exist within the company. This method also helps to determine which data points provided by tests are most predictive of performance at a specific organization.
But for companies that don’t already have enough employees in the position they are hiring for, there are alternatives. Testing companies can provide job-specific score ranges based on much more expansive data sets. Criteria references the ONET database and has score ranges and test suggestions based on either position or industry that employers can reference to make informed hiring decisions.
Benchmarking ni mchakato wa jumla unaohusisha kuanzisha kiwango cha kulinganisha na kisha kutathmini au kupima kitu kingine dhidi ya kiwango hicho. Nini Benchmarking ina maana katika kuajiri? Katika muktadha wa majaribio ya kabla ya ajira, benchmarking kawaida inahusu kuanzisha safu fulani za alama au maelezo kama "viwango vya msingi" kulinganisha na alama za mtihani wa waombaji. Kwa kufanya benchmarking, unaweza kupata mfumo wa kumbukumbu ambao unaweza kukusaidia kutambua wagombea ambao utendaji wao ni sawa na wafanya kazi bora ambao tayari wako katika timu yako. Viwango hivi vya benchmark pia vinaweza kuimarisha tathmini zako za wagombea katika hali halisi na kupunguza mzunguko usio wa lazima (wote wa hiari na usio wa hiari). Kwa nini benchmarking ni muhimu kwa ajili ya kutathmini wagombea? Hebu tuchunguze mfano. Kampuni inayomua wahandisi wa kompyuta huamua kutoa mtihani wa uwezo kwa waombaji wake wote, kuweka vigezo vitawawezesha kufanya maamuzi zaidi ya kuamua alama za kukata na kuchuja wagombea wasiofaa. Viwango vya kuajiri huundwaje? Viwango vya kupima vinaweza kuanzishwa kwa njia mbalimbali. Kampuni inaweza kufanya utafiti wa uhalali wa ndani kwa kujaribu wafanyakazi wake wa sasa katika nafasi fulani ili kuamua ni viwango gani vya alama tayari vipo ndani ya kampuni. Njia hii pia husaidia kuamua ambayo pointi data zinazotolewa na vipimo ni zaidi ya utabiri wa utendaji katika shirika maalum. Lakini kwa makampuni ambayo bado hawana wafanyakazi wa kutosha katika nafasi wanayoajiri, kuna mbadala. Kampuni za kupima zinaweza kutoa safu za alama maalum za kazi kulingana na seti za data kubwa zaidi. Criteria ni orodha ya orodha ya ONET na ina safu ya alama na mapendekezo ya mtihani kulingana na nafasi au sekta ambayo waajiri wanaweza kutaja ili kufanya maamuzi ya kuajiri.