Hiring Manager Competency Model - The Skills Needed to Hire the A-Team

This survey highlights the skills we've found that hiring managers need to possess in order to hire the best talent in any field. Often these people are passive candidates and fully-employed. Therefore the hiring manager needs to be proactive in engaging with and recruiting these people, convincing them the job represents a career move. As important, we've found that traditional behavioral interviewing is both inadequate and often counterproductive for assessing competency and motivation to do the actual work required.

Question Title

* 1. Following are the key skills hiring managers need to posses in order to attract, assess and recruit the best talent in any field. Using the scale shown, rank how important you believe each factor is in hiring the best talent. In the next question you'll be able to rank your own ability to attract and hire the best people.

	Not Important	Somewhat Important	Important	Quite Important	Very Important
Has a proven track record demonstrating ability to attract A-level talent	Has a proven track record demonstrating ability to attract A-level talent Not Important	Has a proven track record demonstrating ability to attract A-level talent Somewhat Important	Has a proven track record demonstrating ability to attract A-level talent Important	Has a proven track record demonstrating ability to attract A-level talent Quite Important	Has a proven track record demonstrating ability to attract A-level talent Very Important
Partners fully with recruiting team providing direction and leadership	Partners fully with recruiting team providing direction and leadership Not Important	Partners fully with recruiting team providing direction and leadership Somewhat Important	Partners fully with recruiting team providing direction and leadership Important	Partners fully with recruiting team providing direction and leadership Quite Important	Partners fully with recruiting team providing direction and leadership Very Important
Can create a true career move based on candidate's long-term motivators	Can create a true career move based on candidate's long-term motivators Not Important	Can create a true career move based on candidate's long-term motivators Somewhat Important	Can create a true career move based on candidate's long-term motivators Important	Can create a true career move based on candidate's long-term motivators Quite Important	Can create a true career move based on candidate's long-term motivators Very Important
Values performance and potential over skills and experience	Values performance and potential over skills and experience Not Important	Values performance and potential over skills and experience Somewhat Important	Values performance and potential over skills and experience Important	Values performance and potential over skills and experience Quite Important	Values performance and potential over skills and experience Very Important
Understands real job needs as a series of specific performance objectives	Understands real job needs as a series of specific performance objectives Not Important	Understands real job needs as a series of specific performance objectives Somewhat Important	Understands real job needs as a series of specific performance objectives Important	Understands real job needs as a series of specific performance objectives Quite Important	Understands real job needs as a series of specific performance objectives Very Important
Willing to invest whatever time is necessary to attract the best people	Willing to invest whatever time is necessary to attract the best people Not Important	Willing to invest whatever time is necessary to attract the best people Somewhat Important	Willing to invest whatever time is necessary to attract the best people Important	Willing to invest whatever time is necessary to attract the best people Quite Important	Willing to invest whatever time is necessary to attract the best people Very Important
Can control biases and emotions to make fully objective decision	Can control biases and emotions to make fully objective decision Not Important	Can control biases and emotions to make fully objective decision Somewhat Important	Can control biases and emotions to make fully objective decision Important	Can control biases and emotions to make fully objective decision Quite Important	Can control biases and emotions to make fully objective decision Very Important
Conducts accurate in-depth formal interviews	Conducts accurate in-depth formal interviews Not Important	Conducts accurate in-depth formal interviews Somewhat Important	Conducts accurate in-depth formal interviews Important	Conducts accurate in-depth formal interviews Quite Important	Conducts accurate in-depth formal interviews Very Important
Seeks advice and counsel from others to make optimum hiring decisions	Seeks advice and counsel from others to make optimum hiring decisions Not Important	Seeks advice and counsel from others to make optimum hiring decisions Somewhat Important	Seeks advice and counsel from others to make optimum hiring decisions Important	Seeks advice and counsel from others to make optimum hiring decisions Quite Important	Seeks advice and counsel from others to make optimum hiring decisions Very Important
Can recruit, close and negotiate offers and does whatever it takes to win	Can recruit, close and negotiate offers and does whatever it takes to win Not Important	Can recruit, close and negotiate offers and does whatever it takes to win Somewhat Important	Can recruit, close and negotiate offers and does whatever it takes to win Important	Can recruit, close and negotiate offers and does whatever it takes to win Quite Important	Can recruit, close and negotiate offers and does whatever it takes to win Very Important
Can manage and develop A-level talent	Can manage and develop A-level talent Not Important	Can manage and develop A-level talent Somewhat Important	Can manage and develop A-level talent Important	Can manage and develop A-level talent Quite Important	Can manage and develop A-level talent Very Important
Can build a diverse team of top performers	Can build a diverse team of top performers Not Important	Can build a diverse team of top performers Somewhat Important	Can build a diverse team of top performers Important	Can build a diverse team of top performers Quite Important	Can build a diverse team of top performers Very Important

Comment or Clarify

Question Title

* 2. In this question you'll have a chance to rank your own ability to attract, assess and recruit the best talent in your field. Using the scale shown, rank you current level of competency for each of the factors based on your actual track record of hiring people. Too many hiring managers blame their recruiters or HR for their inability to hire the best. Determining the cause of the problem is a different survey.

	Not so good - track record questionable	Adequate - track record spotty	Pretty good - decent track record	Very good with proven track record	Outstanding with formal recognition for proven results	NA
Has a proven track record demonstrating ability to attract A-level talent	Has a proven track record demonstrating ability to attract A-level talent Not so good - track record questionable	Has a proven track record demonstrating ability to attract A-level talent Adequate - track record spotty	Has a proven track record demonstrating ability to attract A-level talent Pretty good - decent track record	Has a proven track record demonstrating ability to attract A-level talent Very good with proven track record	Has a proven track record demonstrating ability to attract A-level talent Outstanding with formal recognition for proven results	Has a proven track record demonstrating ability to attract A-level talent NA
Partners fully with recruiting team providing direction and leadership	Partners fully with recruiting team providing direction and leadership Not so good - track record questionable	Partners fully with recruiting team providing direction and leadership Adequate - track record spotty	Partners fully with recruiting team providing direction and leadership Pretty good - decent track record	Partners fully with recruiting team providing direction and leadership Very good with proven track record	Partners fully with recruiting team providing direction and leadership Outstanding with formal recognition for proven results	Partners fully with recruiting team providing direction and leadership NA
Can create a true career move based on candidate's long-term motivators	Can create a true career move based on candidate's long-term motivators Not so good - track record questionable	Can create a true career move based on candidate's long-term motivators Adequate - track record spotty	Can create a true career move based on candidate's long-term motivators Pretty good - decent track record	Can create a true career move based on candidate's long-term motivators Very good with proven track record	Can create a true career move based on candidate's long-term motivators Outstanding with formal recognition for proven results	Can create a true career move based on candidate's long-term motivators NA
Values performance and potential over skills and experience	Values performance and potential over skills and experience Not so good - track record questionable	Values performance and potential over skills and experience Adequate - track record spotty	Values performance and potential over skills and experience Pretty good - decent track record	Values performance and potential over skills and experience Very good with proven track record	Values performance and potential over skills and experience Outstanding with formal recognition for proven results	Values performance and potential over skills and experience NA
Understands real job needs as a series of specific performance objectives	Understands real job needs as a series of specific performance objectives Not so good - track record questionable	Understands real job needs as a series of specific performance objectives Adequate - track record spotty	Understands real job needs as a series of specific performance objectives Pretty good - decent track record	Understands real job needs as a series of specific performance objectives Very good with proven track record	Understands real job needs as a series of specific performance objectives Outstanding with formal recognition for proven results	Understands real job needs as a series of specific performance objectives NA
Willing to invest whatever time is necessary to attract the best people	Willing to invest whatever time is necessary to attract the best people Not so good - track record questionable	Willing to invest whatever time is necessary to attract the best people Adequate - track record spotty	Willing to invest whatever time is necessary to attract the best people Pretty good - decent track record	Willing to invest whatever time is necessary to attract the best people Very good with proven track record	Willing to invest whatever time is necessary to attract the best people Outstanding with formal recognition for proven results	Willing to invest whatever time is necessary to attract the best people NA
Can control biases and emotions to make fully objective decision	Can control biases and emotions to make fully objective decision Not so good - track record questionable	Can control biases and emotions to make fully objective decision Adequate - track record spotty	Can control biases and emotions to make fully objective decision Pretty good - decent track record	Can control biases and emotions to make fully objective decision Very good with proven track record	Can control biases and emotions to make fully objective decision Outstanding with formal recognition for proven results	Can control biases and emotions to make fully objective decision NA
Conducts accurate in-depth formal interviews	Conducts accurate in-depth formal interviews Not so good - track record questionable	Conducts accurate in-depth formal interviews Adequate - track record spotty	Conducts accurate in-depth formal interviews Pretty good - decent track record	Conducts accurate in-depth formal interviews Very good with proven track record	Conducts accurate in-depth formal interviews Outstanding with formal recognition for proven results	Conducts accurate in-depth formal interviews NA
Seeks advice and counsel from others to make optimum hiring decisions	Seeks advice and counsel from others to make optimum hiring decisions Not so good - track record questionable	Seeks advice and counsel from others to make optimum hiring decisions Adequate - track record spotty	Seeks advice and counsel from others to make optimum hiring decisions Pretty good - decent track record	Seeks advice and counsel from others to make optimum hiring decisions Very good with proven track record	Seeks advice and counsel from others to make optimum hiring decisions Outstanding with formal recognition for proven results	Seeks advice and counsel from others to make optimum hiring decisions NA
Can recruit, close and negotiate offers and does whatever it takes to win	Can recruit, close and negotiate offers and does whatever it takes to win Not so good - track record questionable	Can recruit, close and negotiate offers and does whatever it takes to win Adequate - track record spotty	Can recruit, close and negotiate offers and does whatever it takes to win Pretty good - decent track record	Can recruit, close and negotiate offers and does whatever it takes to win Very good with proven track record	Can recruit, close and negotiate offers and does whatever it takes to win Outstanding with formal recognition for proven results	Can recruit, close and negotiate offers and does whatever it takes to win NA
Can manage and develop A-level talent	Can manage and develop A-level talent Not so good - track record questionable	Can manage and develop A-level talent Adequate - track record spotty	Can manage and develop A-level talent Pretty good - decent track record	Can manage and develop A-level talent Very good with proven track record	Can manage and develop A-level talent Outstanding with formal recognition for proven results	Can manage and develop A-level talent NA
Can build a diverse team of top performers	Can build a diverse team of top performers Not so good - track record questionable	Can build a diverse team of top performers Adequate - track record spotty	Can build a diverse team of top performers Pretty good - decent track record	Can build a diverse team of top performers Very good with proven track record	Can build a diverse team of top performers Outstanding with formal recognition for proven results	Can build a diverse team of top performers NA

Comment or Clarify

Question Title

* 3. Which of the following statements best describes your current role.

Hiring manager - senior executive, VP level

Hiring manager - hire and manage other hiring managers

Hiring manager - hire and manage direct staff

Hiring manager - HR leader

Talent leader - hire and manage recruiting team

Recruiter

Staff level - member of the interviewing team

Other

Feel free to clarify your role in hiring

Question Title

* 4. Complete the following If you'd like a copy of the results of this report or if you'd like to discuss how to improve the hiring performance of hiring managers at your company.

Last Name

First Name

Company

Title

Email Address

Best Phone Number

Contact Me (Yes or No)