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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.
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 more difficult to define a "people-person" or a
"self-starter".
Benchmarks, developed through the use of the View Software
Platform, graphically
display the desired characteristics for the job as an overlay in Prevue 2000
Assessment Reports. Each Benchmark is created and saved in the computer
by job title. Thereafter, any job candidate can be matched to the job
requirements reflected in the Benchmark. Benchmarks necessarily come in
three versions to match the version of the Prevue 2000 Questionnaire that candidates for
any job are required to complete. Thus, there is a Full Version Benchmark,
a Numerical reasoning Benchmark and a Personality Only Benchmark.
The Prevue 2000 Assessment will develop accurate Benchmarks based on the requirements
of the job as specified by management. Benchmarks can be developed in
five (5) different ways using the three core methods described in
subsections (a) to (c) below as follows:
- Combination: This is the preferred method of creating Benchmarks
in that it uses both the profiles of top performing employees as well as
management's view of the job by completion of a Prevue 2000 "Job Description
Survey";
- Concurrent Study: This method uses the data from previously run
Prevue 2000 Reports of four or more top performers working in the same
position. The View Software Platform within the Prevue 2000 Software Program combines the similar traits from these reports to
create the Benchmark;
- Job Description Survey: This method for creating a Benchmark is used for
positions where there are less than four top-performing employees available to do a
Concurrent Study. The Prevue 2000 Software Program can print a Job Description Survey which
management will complete to identify the requirements of the job in terms of the
Prevue 2000 abilities, interests and personality scales that are preferred for the
job. The Benchmark is created when the responses to the "Job Description Survey"
are entered into the Prevue 2000 Software Program;
- From Existing Benchmark: Experienced administrators of the
Prevue 2000 Assessment can copy and modify an existing "Concurrent Benchmark'. An
example of where this might be appropriate would be for jobs that are
similar, but with different job titles; and
- Manual: Only a certified professional should manually "paint" a
Benchmark. This process requires an in-depth understanding of the traits of
the Prevue 2000 Assessment. We recommend that an authorized Prevue 2000
representative should be contacted to develop a Benchmark utilizing this
method.
When data is entered into the Prevue 2000 Software Program to develop a
Benchmark, the operator will be requested to identify which of four
general categories the job falls within: Management, Sales-Proactive,
Customer Service/Sales-Reactive or Other. This enables the Prevue 2000 Software Program
to produce Benchmarks and Prevue 2000 Reports that are customized to
one of these four categories.
It is always advisable to use the Combination or Concurrent methods to
establish a Benchmark. All Benchmarks should be reviewed annually to ensure
the characteristics of the job are current with changes in the workplace.
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