--- title: "How to Benchmark Performance Part-1: Purpose" description: Know the purpose for hiring someone. Why are your hiring them? What results do you want them to create? --- [![Inbound Marketing Team Atlanta Georgia](http://www.inboundteam.com/hs-fs/hubfs/images/Inbound-Team-inverse.png?width=300&name=Inbound-Team-inverse.png "Inbound Marketing Team Atlanta Georgia")](http://www.inboundteam.com) - [Inbound Marketing](http://www.inboundteam.com/inbound-marketing-packages) - [Learn](http://www.inboundteam.com/definitive-guide-inbound-marketing) - [Resources](http://www.inboundteam.com/resources) - [About](http://www.inboundteam.com/about) - [Blog](http://www.inboundteam.com/blog) # Inbound & Digital Marketing Blog ## [How to Benchmark Performance Part-1: Purpose](http://www.inboundteam.com/blog/bid/34024/How-to-Benchmark-Performance-Part-1-Purpose) June 7, 2011, [Clarke Bishop](http://www.inboundteam.com/blog/author/clarke-bishop) - [Tweet](https://twitter.com/share) I've already told you about how important it is to [have Performance Benchmarks](http://www.inboundteam.com/blog/bid/34026/Hire-the-right-person-with-a-Performance-Benchmark) to hire the right person. **How to create a Performance Benchmark** There are three key sections: **Purpose** - Overall, why are your hiring a person for this role? **Results** - What results do you expect a great employee to produce? **Skills & Competencies** - What special skills or other characteristics would a great employee need? ## Performance Benchmark - Purpose Why are you hiring someone for this role? Answer like this: “The *ROLE NAME* at *COMPANY* exists to \_\_\_\_\_\_\_\_.” As an example: “The *CEO* of *MyCo* exists to *grow the company by 15% per year while maintaining 20% profitability*.” Keep it simple and don’t try to cram everything in there. Sure, you want your CEO to maintain compliance with relevant laws, avoid lawsuits, develop people, and a bunch of other stuff. But, what do you really care about? Be Straight! This isn’t the place to sound good or sell the candidate. Having a clear purpose sets the context for the job, creates clarity, and helps you get started defining the results you want. Next, we’ll look at [defining and specifying results](http://www.inboundteam.com/blog/bid/34027/How-to-Benchmark-Performance-Part-2-Results-Skills). ![Clarke Bishop](https://app.hubspot.com/settings/avatar/30c5817509b3ae466d34dff08a3e72e8) [Clarke Bishop](http://www.inboundteam.com/blog/author/clarke-bishop) More Leads ♦ More Sales ♦ More Visibility ♦ More Fun ♦ Marketing & Sales Results Find me on: [Facebook](https://www.facebook.com/InboundTeam) [LinkedIn](https://www.linkedin.com/in/clarkebishop) [Twitter](https://twitter.com/InboundTeam) [Inbound Team](http://www.inboundteam.com/) is **Georgia's Digital Marketing Agency** specializing in helping businesses grow through inbound and digital marketing. [Inbound Marketing Services](http://www.inboundteam.com/inbound-marketing-packages) are available for companies that want more leads and want to accelerate their growth. 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