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?
Now, one word of caution to the inexperienced or the experienced that are missing a piece of information. Benchmarks that use the comparison model of looking at a group of high performers and then assuming that their common traits are the answer to the selection process – maybe wrong! Yes, even I have used this method in the past – mainly because it was the easiest path to take and it seemed logical.
The old benchmarking method does work – if you know for certain that your people are the very best in the industry and have an “A Team” track record through good and bad times. If you have any doubts regarding the current level of performance – then check with your trade organization and get some performance measures to compare your team to others. Use these measurements to slot your team or individuals in the top, middle or lower quartiles of performance.
A better system to use is the job performance benchmarking system that uses job stakeholders to develop the matrix for the job. This systems allows for knowledgeable people to come together, discuss a position or job in a meaningful way, choose the key accountabilities (outcomes and results required for the job to be successful) and then using this information take an assessment to uncover the key traits necessary for the job to successful. Included in the this process is job specific behavioral questions.
After a job benchmark is prepared, then you can compare candidates personal traits to these job traits. When you have matches, you will get higher levels of performance from your personnel and the results will come with lower turnover rates and higher levels of personal energy within the company or organization.
If you want to learn more about this process, call Voss or Robin at InnerActive Consulting Group in Memphis Tenn. – 901-757-4434. We have been assisting clients just like you for over 20 years. Why the success? We enjoy helping our clients succeed and getting them to the next level of performance.
Latest posts by Voss Graham (see all)
- Stop Wasting Money on Marketing! - July 10, 2017
- Which Are You Providing – Clarity or Confusion? - November 10, 2016
- Talent Reality Business Simulation introduction video - June 27, 2016
- How to Gain Experience without costing your company - June 22, 2016
- Success is as Easy as 1-2-3 - January 1, 2016