InnerActive Consulting – Insights

Posts tagged ‘hiring people’

Let the Job Talk in the Hiring Process

How offer are you hiring people without truly understanding the REQUIREMENTS for SUCCESS of job? The most common tool used in the hiring process is the job description followed closely by the Behavioral Interview Question sheet. Yet, do both of these tools have a direct connection to the actual job position?

My experience assisting clients in the hiring and selection process shows a lack of direct connection between the tools and the job. How can this be? Simple. The job description is based upon activities and task to be done according to some formula used by human resources and a department manager. Usually, outcomes and specific performance traits needed in the job are overlooked. Even the behavioral interview questions are based upon some universal “good” or common value system for the organization that again misses the target of the specific traits needed for a job to perform at high levels.

So how can this function be improved? Let the job talk using a “Job Performance Benchmark.” This type of benchmark will identify the traits necessary for success and pinpoints the priorities needed for high levels of performance. It even provides a list of behavioral based questions to ask candidates relative to these performance based elements of the job.

How simple can that be? Continue reading ‘Let the Job Talk in the Hiring Process’ »

Share, Email, Print or Bookmark this

Posted by Voss Graham on December 10, 2008 at 6:03 am under Hiring, Selection and Retention.
Tags: high performance, hiring and selection, hiring people, hiring systems and processes, job benchmarking
3 Comments.

Using Assessments in the Hiring and Selection Process

Many people ask me why they should use assessments – primarily in their hiring process. Many believe that the only tool necessary is the behavioral question model and hiring will be great. My response to these people is that the behavioral question model is an excellent tool and I encourage its use in the selection process.

However, just as assessments are not the only tool you should or can use in the selection process, behavioral questions are not the only tool to use either. Why? Because one tool will only give you one part of the result – not necessarily the right result.

Okay, let me explain why only using the behavioral questioning model is a possible mistake. There are three primary reasons for caution if only using behavioral questions. Continue reading ‘Using Assessments in the Hiring and Selection Process’ »

Share, Email, Print or Bookmark this

Posted by Voss Graham on October 9, 2008 at 8:28 am under Hiring, Selection and Retention, Using Assessments.
Tags: assessment process, assessments, behavioral questions, hiring, hiring people, selection process
Comment on this post.

Posts tagged ‘hiring people’

Let the Job Talk in the Hiring Process

Using Assessments in the Hiring and Selection Process

Blogroll

IACG Special Sites

Links

Recent Posts

Categories

Archives