how to evaluate a job matching methodology

There are four common elements of job matching methodologies today. Different elements may be combined.

  • Some vendors use a benchmark job description approach,
  • some a combination of job levelling and job families,
  • some combine generic job levels or results from their proprietary job grading system with job families and job titles (and sometimes descriptions),
  • and recent competitors, who target users' needs for salary reports, rely on job titles, although some add short job descriptions and few comprehensive benchmark descriptions to the equation.
Anwendungsbeispiele

elements of job matching methodologies

elements

job title

benchmark job descriptions

matching to

 

job title, e.g. Manager Human Resources

job descriptions with key responsibilities

accuracy

not accurate

fairly accurate, provided proper job description

effort

low

high

1.choose job family

2.read relevant benchmark descriptions

3.take informed decision

comment

only feasible for very generic titles e.g. Electrical Engineer  in combination with some kind of levelling system

small margin of error, but not much latitude to select best fitting match if higher or lower description does not exist

elements

job levelling

job families / discipline

matching to

career path (e.g. management, professional or blue collar) and level specific (P1, P2, ...) job requirements

functional requirements (often task based) or general description of job discipline

accuracy

fairly accurate despite rather generic descriptions

fairly accurate with rather generic descriptions

effort

medium
1.choose career path
2.read level descriptions
3.take informed decision

medium
1.choose job family
2.read (sub-)family descriptions
3.take informed decision

comment

quality of generic level descriptions  varies a lot between and within surveys, not as accurate as analytical job grading results, should therefore not be used for pay equity decisions or as basis for compensation structuring

quality of generic functional descriptions is satisfactory in most surveys; but the more sub-families are available the more scattered job matching and the less meaningful the results become

Would you like to know more?

Register now for our free basic version
and evaluate the enterprise edition for free!

evaluate now!