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| Human Resource Information |
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| Performance Based Hiring System |
If you want to hire the best talent for your organization, you will want to design a formal business process. You will need a performance based hiring system that you can rely on to meet your company’s current and future hiring needs.
Making a job description equal to the real job is the foundation of a performance-based hiring system, and a key to making hiring top people a successful business process. This job profile will become a realistic standard to assess a candidate’s competency and motivation. You will be able to use this information in the hiring process as well as a guideline for future performance evaluations.
Hiring a below average person is a common hiring mistake. These people are marginally competent, but require too much training, management, and pushing to be average. Don’t spend too much time during the interview measuring just personality and presentation rather than performance and results.
Is the person motivated to do the work required? Are they competent enough to do the work? Can they work with the people involved? Just because someone makes a good presentation and has a good resume, doesn’t mean the person will be a top employee. And just because someone is a little nervous or missing a few years of something, doesn’t mean he or she is not a top employee.
What does the person need to be successful? Define the work required, not the person doing the work. Determine the top major objectives/responsibilities for the job. Then convert the skills and requirements on the traditional job description into action items. Ask situational job related questions, like how they’d handle a problem likely to be faced on the job or describe a project that you were tasked with and how did they manage it.
A completed application, reference checks, education verification, and testing should also be incorporated into your performance based hiring system. An assessment tool is a useful addition to the validation process and can be helpful in training and management for that employee. Make hiring top talent for your organization a successful business process. |
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| How Is Your Company Perceived By Candidates? |
Picture it . . . You get the phone call to come in for a job interview. (Stay with me on this.) I got that call when I was looking for a new job. I was all excited. I researched the company, had a list of questions to ask, and picked out the perfect outfit. The day before the interview, I drove past the company to ensure I knew where I was going. The day of the interview, I arrived 10 minutes early. There was nothing more for me to do but be myself in the interview.
When I entered the company, I walked into a large room with several cubicles. I was not greeted right away, but rather stood in the room, with two people nearby making no recognition of my presence. When I was finally greeted by a lady, she informed me it would be a few minutes. I sat down and took a good look around. The carpet was dirty, the cubicles were very disorganized and there was a stale smell of cigarette smoke in the air. I sat near one employee who was wearing a very revealing low cut top, talking on the phone to a friend and having a very detailed, and I felt inappropriate, conversation at work.
When I was finally greeted by the manager, she took me into a conference room and closed the door. With no air circulation, the smell of stale smoke started to give me a headache. The interview itself went great. In fact, she said she would be in touch shortly to schedule a second interview. As I walked out, I passed several employees and not one gave me eye contact and smiled. I got to my car and sat for a moment. The interview went great! Do I really want to continue with the interview process knowing that I may be offered the job to work in this environment?
What would you have done? more |
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