What is Job Benchmarking?

Benchmarking is making note of what works well and doing more of it. Since the 1980s, progressive organizations have benched marked employee performance by keeping records of sales production, making notes on work habits, and gauging personality styles. But all that is about to change. A problem with that system was that some sales organizations have maintained flat sales because they continued to hire people who pretty matched the profile of their top salespeople. This did not take into account changes in the marketplace, the products and the customers’ needs.

Job benchmarking is a new development made possible by the innovative TriMetrix™ System. Key people who are intimately familiar with a job answer a series of three scientifically developed surveys (Dr. Robert S. Hartman, with doctorates in philosophy and mathematics, developed the Attributes Index component of the TriMetrix™ and was nominated for a Nobel Prize for his work). The results are a crystal clear 22 page report of what the job requires in regards to talents, motivations, and behavior. You will see your job from the inside out, including identification of the top 23 attributes (these are the same as talents -- and this is out of a possible field of 80 attributes), 6 motivators, and 8 behavioral traits.

What about New Hires?

As part of the screening process for new hires, the most promising ones complete a Personal Talent Plus Report which identifies their top 23 attributes, 6 motivators, and 8 behavior traits. This is then compared to the TriMetrix™ System Job Plus Report to see if there is a match. And if you have more than one likely candidate, to make it easy for you, the information is condensed into one report, the TriMetrix™ Talent Plus Comparison Report. This will give you side-by-side comparisons so you can select the most promising candidate from a field of many.

Should You Hire Based Solely on the TriMetrix™ Reports?

No. We recommend you use the following formula for making hiring decisions. This formula is 1/3 objective and 2/3 subjective:

  • 1/3 based on TriMetrix (objective)
  • 1/3 based on the interview (subjective)
  • 1/3 based on what the candidate brings to the organization (subjective)

Up until now, the hiring process has been all subjective. A lot of sales managers used to cross their fingers and hope the new hires make it through their 90 day probation period!

What about Employees Currently in the Job that Is Benchmarked?

It is recommended current employees also complete Personal Talent Plus Reports. They will benefit in two ways: they will see areas that are working well for them and areas that are causing frustration. In both cases they will gain clarity and focus on where more education and skill building can pay enormous rewards. No more guesswork.

More Details on the TriMetrix™ System for Job Benchmarking

Businesses everywhere are seeking better ways to secure the talent necessary to their success. Jobs and the specific talents of the people who fill them are the unique building blocks of a company's success. But what talents does a "job" require for excellent performance? Only the job has the answer, so let the "job talk" and listen carefully. The revolutionary TriMetrix System enables businesses to benchmark jobs and assess the talents they require for maximum performance.

The process can be applied and reapplied to any job, anytime in a constantly changing business environment.

First, Benchmark the Job

This is done by measuring the key accountabilities of the job. This is done scientifically using the new TriMetrix™ System.

Key Accountabilities

The TriMetrix™ System begins with a list of "key accountabilities" of each targeted job. Key accountabilities are the critical goals and key business successes the job is accountable for producing. When defined, they serve as a reference point in producing the TriMetrix Job Report.

TriMetrix Job Plus Report

The TriMetrix Job Plus Report is a job benchmark. It provides a template for specific talent selection for the successful performance of that job. Based on a unique 37-factor analysis, the TriMetrix Job Plus Report lists the job's requirements into three separate talent categories: 23 attributes, 6 motivation factors, 8 behavioral traits.

Second, Assess Personal Talent

Interviewers agree that the interview process is minimally effective at best. What is needed is an unbiased assessment that reveals people’s VALUES that motivate them to do a job, the BEHAVIORS they will bring to the job, and whether they have the specific talents - or ATTRIBUTES - needed for the job.

TriMetrix Personal Talent Plus Report

The TriMetrix System's Personal Talent Plus Report provides a summary of a person's talent to match the identical areas outlined in the TriMetrix Job Report. Within the framework

of a company's overall selection and development processes, this report reveals the WHY (values), HOW (behaviors) and WHAT (attributes) an individual can contribute to a job.

Third, Match the Talent to the Job

The right talent in the right job spells success! The TriMetrix™ System enables companies to replace common biases often involved in the selection process with factual data based on job requirements.

Applications for TriMetrix in Your Business

The TriMetrix System has been developed for a multitude of business applications, including:

  • Job Benchmarking
  • Talent Selection
  • Employee Coaching
  • Employee Development
  • Performance Appraisals
  • Succession Planning
  • Organization Development

Begin today with a review of how the TriMetrix™ System can contribute to the successful application of talent within your organization — and lay the foundation for business success!

The total investment for a TriMetrix™ System Job Benchmark analysis is far less than the typical cost of a bad hire.

Sample: TriMetrix Job Plus Report

Sample: TriMetrix Multi-Respondent Job Plus Report

Sample: TriMetrix Personal Talent Plus Report – Sales Manager

Sample: TriMetrix Talent Plus Comparison Report – Sales Representative

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