Improve the quality of your hires by rewriting your traditional job descriptions. In the rewriting process, throw out traditional skills-based descriptions and prepare a performance profile instead. To immediately save resources in sourcing and recruiting, start by answering these questions:
1. What does the person need to do to be successful?
Specifically write out 6 – 8 objectives of what you expect this person to accomplish. These objectives should be attainable and measurable within their first year of employment. Also, consider the top three technical skills and top three social skills required for the position. The purpose of this exercise is to clarify and define your expectations and the work the person needs to do upfront.
2. Why would a top person want this job?
This concept is known as the employee value proposition. Everyone has different motivators, but describe what your company offers to high performers. Do not only examine your company, but examine the role itself. What does this position offer? People want job satisfaction and to make an impact. Why is this job better than competing jobs? If you do not have the answer, what can you do to emphasize other opportunities and minimize requirements?
3. Who knows the ideal person?
Many candidates are passive. Go to the top performers in your organization, and ask them who they know. Use advanced marketing and networking to find top people.
Bottom line, you must demonstrate how this is a career move. Notice none of these questions focused on compensation. To hire the best, you must present the career opportunity.
Answering these questions before beginning the process is imperative. If you are not familiar with the job, you cannot find the top quality candidate you are looking for.
If you need help outlining performance objectives and decoding this sophisticated process, contact The Overture Group today!