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Replicate top performers with DISC Predictive Hiring

A brief Q&A on how to use occupational performance benchmarks alongside behavioral analysis tools within the hiring process. Hire smarter the first time.
Have you ever wished you could clone an employee because they were so good at their job?

Occupational performance benchmarking is the closest thing to cloning, in essence, since you are using that employee’s (or group of employees’) outstanding behavioral dimensions to establish a benchmark of performance or “replicate” top performance.


For example, if you give a group of ACME Corp’s 10 best-performing, most-satisfied, and longest-lasting sales people the same battery of assessments, the statistical analysis on those employees will show a trend of similar behavioral characteristics. Those specific characteristics in that specific role now become the benchmark or “bar” for ACME Corp.

The premise for using occupational benchmarks in hiring is based upon the notion that past performance (satisfaction, longevity, etc.) is indicative of future results. This theory has been proven to be effective because predictive analytics in hiring is working to help catapult companies today to achieve amazing success in short periods of time.

PeopleKeys has been analyzing top performance data in occupations for over 35 years. As a result of consulting with large companies, churches and government institutions worldwide, PeopleKeys has collected best-practice behavioral benchmarks in hundreds of occupations.

1. What is a Performance Benchmark?

A performance benchmark is set of behavioral standards, based on outstanding performance, longevity, achievement and job satisfaction within a given job role. The benchmark becomes the “ideal” candidate and “the bar” for the requirements of a particular role.

2. How is a Performance Benchmark used in hiring?

A Performance Benchmark becomes the standard or bar that is set for all incoming candidates for the same or similar role. The Benchmark helps a hiring manager filter candidates that best fit the benchmark for the particular role.

3. Are Performance Benchmarks legal in hiring?

Yes, PeopeKeys’ benchmarks are legal for hiring, EEOC compliant, and legally defensible as one of the factors in making a hiring decision. However, there are many other variables to consider when selecting a candidate. Occupational performance Benchmarks should be considered in the overall selection criteria, but not the only deciding factor.

4. Can success be predicted in hiring?

hire-employees-who-are-going-to-love-their-jobThis is the burning question for many who are asked to make hiring decisions. Hindsight has always been 20/20, while foresight is less than perfect. Good hiring managers use every tool available to try to predict success. However, many know that education, experience, references and accolades are only part of the story. While they are a good starting point, they can’t forecast team fit, job role fit, corporate culture fit, attitude, job fulfillment, longevity and productivity. That is where predictive hiring and behavioral analytics comes into play.

If you only use Behavioral benchmarking to make your final decision, it is as good a predictor as any given the success predictive/behavioral analytics is having within the role of hiring today. Predictive hiring is a billion-dollar industry, and is rapidly becoming common practice worldwide for human resource departments of companies within very competitive markets.

5. How does PeopleKeys use Performance Benchmarks?

Currently, PeopleKeys has hundreds of standard performance benchmarks generated from best practices in many common occupations. Download a PDF short-list of available PeopleKeys Occupational Benchmarks here.

PeopleKeys can set performance benchmarks for 4 assessments. The below assessments represent the 4D Report for predictive hiring. These assessments will give a hiring manager the most comprehensive 4-Dimensional view of a person’s personal preferences, strengths, limits, and characteristics with over 1,440 data points for comparison.

PeopleKeys has the capacity to set benchmarks for the following assessments:

  1. DISC Personality Assessment – Analyzes Personality Dimensions
  2. T.E.A.M.S. Work Role Assessment - Analyzes Work Role Dimensions
  3. Work Values Assessment – Analyzes Work Values Dimensions
  4. Behavioral Attitudes Assessment – Analyzes Life Passions Dimensions

6. What does a Performance Benchmark look like?

Once a benchmark is enabled within your PeopleKeys account, each candidate that takes an assessment will be evaluated against the benchmark. This is shown in two ways:

1. In your PeopleKeys’ Account Dashboard:

The PeopleKeys dashboard shows each candidate with a Green, Yellow or Red symbol (think of a stop-light):

  • GREEN = “Go”  or meets the benchmark
  • YELLOW = “Proceed with caution” or just outside the benchmark
  • RED = “Stop” or outside the benchmark

2. In your PeopleKeys’ Report Graphs Page:
The graphs page of your hiring report will show the given benchmarks for 1 - 4 assessments on the same page. The above example shows the candidate’s DISC profile overlaid on the Benchmark. This gives the hiring manager a visual representation of each candidate and how they meet the given benchmarks.

7. How can I purchase and use Performance Benchmarks to hire?

If you don’t have a PeopleKeys Account:
Request your free, custom branded PeopleKeys business account here. An account representative will contact you to finalize the set up of your account and apply a benchmark for your position.

If you already have a PeopleKeys Account:
Contact our customer service department here to request to add an occupational benchmark to your hiring report or call us toll-free 1-800-779-3472. A representative will contact you to determine your benchmark needs and apply the benchmark to your account. You may select from the many standard benchmarks already available within our system, or apply one of your own.

Author: Coleen Kulkin

Coleen KulkinColeen is the Director of Product Development at PeopleKeys, helping bring new DISC products and updated reports to-market through research, development, validation studies and testing. Personality Style: S


2018-05-31

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