Hire Successful People by First Benchmarking Success
I needed to put the following video together for a Performance-based Hiring manager interview program we’ve just launched. Whether you’re a recruiter, hiring manager, a member of the interviewing team or a job-seeker, I thought you’d find it useful as a means to more accurately identify high performers. It’s based on the following assumptions:
- Hiring competent and motivated people starts by defining the job as a series of performance objectives rather than listing the traditional list of skills, experiences and educational requirements.
- These performance objectives need to be as SMARTe as possible: Specific, Measurable, Action-oriented, Results defined, Time bound, and the environment (pace, culture, manager’s style) defined.
- Using the “Process of Success” as a benchmark, the major performance objectives can be broken into critical subtasks. This typically begins by figuring out the challenges, putting a plan together and then successfully implementing the solution.
- By asking SMARTe questions and probing for SMARTe answers the interviewer will be able to determine how well the candidate’s past performance maps to future performance expectations.
If job expectations aren’t clarified up front, it’s problematic if the person hired will be both competent and motivated to do the work required. Creating SMARTe objectives, asking SMARTe questions and looking for the process of success changes a random event into a highly predictable outcome.
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Lou Adler (@LouA) is the CEO of The Adler Group, a consulting and training firm helping companies implement Performance-based Hiring. He's also a regular columnist for Inc. Magazine and BusinessInsider. His latest book, The Essential Guide for Hiring & Getting Hired (Workbench, 2013), provides hands-on advice for job-seekers, hiring managers and recruiters on how to find the best job and hire the best people. His new video program provides job seekers inside secrets on what it takes to get a job in the hidden job market.
Executive search, Headhunting 📱ｏｎｌｉｎｅ
9yA friendship founded on business is better than a business founded on friendship.
Chief Executive Officer at Xeva Global Technologies, Inc
9yExcellent work.
CEO at BackTalk Systems Inc
9yGreat synopsis for my interview process.-Thanks
Human resource /Sales & Sales support/Logistics Planing & Operations/ Warehouses/Inventory Control.
9yI liked the modern intellectual orientation to employment and specially the first point. "Hiring competent and motivated people starts by defining the job as a series of performance objectives rather than listing the traditional list of skills, "
LinkedIn Creator focused on long term care facility development, management structure, activities, pricing, ownership
9yThese comments are very constructive. Your comments put more pressure on the manager to do a clear job, which is good and diminish the needs for the "60 second" resume analysis based on skills. A great deal of the traditional comments are like Government job descriptions, they perpetuate no new people coming into the network, by requiring skills that only insiders would have.