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Prevue Benchmarks
Good human resource decisions should start with determining whether the abilities,
interests and personality traits of job candidates match those required for the
job for which the candidates are being considered. This can be accomplished by
creating a profile or "Benchmark" of the features that a corporation's
experience has confirmed are required for the job. It demands careful
consideration of the actual requirements of the job before evaluating
candidates, interviewing them and filling the job. The importance of
establishing accurate job requirements can be better understood by example.
Consider how uncomfortable you would be if the pilot flying your next flight
was a risk-taker and disliked following detailed plans? How concerned would you
be if your child's school bus driver was extremely assertive and very
competitive? In addition to stipulating minimum experience and education
prerequisites, the job requirements should identify the personal
characteristics that are desired in a candidate. While it is easy to define the
technical requirements of a job such as the required professional
qualifications or the ability to use a computer, it is much more difficult to
define a "people-person" or a "self-starter".
Prevue Benchmarks graphically display the desired characteristics for the job as
an overlay in Prevue Reports. Once a Prevue Benchmark has been created for one
of your organization’s positions, thereafter any job applicant can be matched
to the criteria described in the Benchmark.
Prevue Benchmarks can be developed in the folllowing five (5) different ways:
-
Concurrent Study:
This method uses the Prevue Assessment results of four or more top performers
working in the same position to determine the common traits that are indicative
of success in the position being benchmarked;
-
Job Description Survey:
This method relies on determining management’s views on the characteristics
necessary to succeed in the position being benchmarked. Job Description Surveys
are filled out by managers or others familiar with the position in order to
determine the preferred characteristics of top performers;
-
Combination:
This method combines the previous two methods, incorporating both the profiles
of top performing employees as well as management's view of the position as
determined by Job Description Surveys;
-
From Existing Benchmark:
Experienced Prevue users can copy and modify an existing Prevue Benchmark to
use with a different position. An example of where this might be appropriate
would be for positions that are very similar, but with different job titles;
and
-
Manual: Only a certified professional should
manually "paint" a Prevue Benchmark. This process requires an in-depth
understanding of the scales
measured by the Prevue Assessment. We recommend that you contact an authorized
Prevue representative should you wish to develop a Prevue Benchmark using this
method.
All Prevue Benchmarks should be reviewed annually to ensure the characteristics of
the job are current with changes in the workplace.