Building High Performance Teams can be easier when the team is first being created or when key members are being added. Selecting, Developing and Retaining the right team members can have a significant impact on the overall performance of the team. It all comes down to fit.
Strategic Concepts utilizes a sophisticated model to create a Benchmark of what the real needs of the job or team member are. In essence we interview the job as if it could talk, on a 360 degree basis, with the help of subject matter experts, superiors, subordinates, peers and consultants and establish the jobs key accountabilities.
Candidates are assessed to see how well they align with the Benchmark. Depending on the requirements we can easily determine the behaviors, values, personal skills and people/task orientation required for high performance.
The Strategic Concepts Job Benchmarking Process
Strategic Concepts job benchmarking process is a unique and effective solution because it benchmarks a specific job, not the people in the job. To do this, we let the job talk through an interactive process and an assessment on the job. With
• Identify the Job to be Benchmarked
It is important to understand why the job exists and how success in the job is measured, as well as the history of the position and how it fits the company’s overall strategy.
• Identify Subject Matter Experts
Subject Matter Experts are people within the organization that have a direct connection to the job
and use their expertise to create the job benchmark.
• Define the Key Accountabilities
Subject Matter Experts let the job talk and define the position’s key accountabilities, or critical goals and key business successes the job is accountable for producing.
• Prioritize and Weigh Key Accountabilities
The Subject Matter Experts rank the key accountabilities by considering their importance and the amount of time they require.
• Respond to the Job Assessment Individually
Using the key accountabilities as a reference point, each Subject Matter Expert will respond to the job assessment to provide their input regarding the performance requirements of the job.
• Review the Multiple Respondent Report
Based on a unique analysis, the Multiple Respondent Report combines the input of all Subject Matter Experts to create a benchmark for the job that lists the job requirements in each category measured.
• Compare Talent to the Job Benchmark
A talent assessment on the same scale as the job will identify the characteristics an individual will bring to the job, allowing you to easily determine the best job fit and identify coaching opportunities.
• Discuss the Results & Implementation Strategy
Within the framework of a company’s overall selection process, effective hiring decisions can be made and productivity can begin immediately.
