About Benchmarking
An effective assessment and the selection system for any position start with the job analysis. This is followed by identifying and measuring competencies and the resulting data. The integrity and usefulness of the data generated by each measure need to be considered. Before deciding which measure should be used. Benchmarking is a process by which comparisons are made with other similar firms based on a standard set of dimensions. Some examples of the dimensions used in benchmarking are application rates, average starting salary, the average cost per hire, the average time to fill, etc.
Evaluating Assessment Methods
The assessment methods are determined for its effectiveness by carefully evaluating the following determinants
- Validity: This method predicts the learnt components of job success.
- Return of investment: A measure to assess whether a financial return exceeds the cost associating with using it.
- Application reaction: This includes the perception of the job for its fairness and assessment method.
- Usability: The ability of the people in the organisation to use the method consistently and correctly.
- Adverse impact: It ensured the assessment method used is without discrimination of a particular group.
- Selection Ratio: This gives the number of people hired against the number of applicants.
