Change is always tough. Regardless of what is changing, it is our true nature to always resort back to the comfortable.
Companies have been hiring people the same way for decades. And the results have been average – at best. But a few companies are breaking out of the box and going it alone in search of a better way. We are one of those companies – and we think…scratch that…we KNOW we have built THE WAY and have been using and enhancing it for almost 20 years.
A well-written, mistake-free resume does not tell you anything about the person you are about to interview or hire. You have to know what makes them tick. Why do they get of bed and do the things they do every day. How will they go about their day? How will they react in certain situations? How will they perform in the role you are looking to fill? The only way to discover these is to break out of the old hiring systems and build your very own Performance Based Hiring System.
Building the system takes time. I’m not talking years and years. By time, I just mean a week or so of everyone involved with the position working together to identify and build out performance indicators for that position. This process includes building a Performance Based Job Description, an Ideal Candidate Profile, and creating Performance Interviews. Most important, is to then follow through by using the system built to develop each candidate in their specific way.
My suggestions on how to build the better system:
- Understand the “Why” of your company and the position…how do they fit together?
- Get the Leadership on the same page by sitting down and discussing the position.
- Create a Performance Based Job Description that provides crystal clear direction for the candidate as to what this position entails.
- Create the Ideal Candidate Profile. This will give your hiring team the indicators they need to measure the results of the interviews and assessments you use during the interview process. It is important to determine “the science” of a fit rather than the “gut feeling.”
- Build out the Performance Based Interview questions that focus solely on the performance required for the position.
- Use the system.
If you want different results, you must change the way you go about getting those results. You will not be successful via osmosis (believe me, I’ve tried).