How good managers can hire good people
Published December 24, 2014 11:52 AM
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Updated January 12, 2015 11:02 AM
1 Min Read
Through the use of several management techniques to find and hire great people, author of the book, "The Essential Guide for Hiring & Getting Hired," Lou Adler provides five core principles of performance-based hiring approaches that will allow employment managers to get the cream of the crop.
Define the results, not the skills.
Instead of defining the skills a person needs to do the job, put emphasis instead the performance objectives you are looking to fulfill. For example, 5-plus years of product design for outdoor wearables becomes design and develop the complete 2015 product line for delivery to the factory by Q2.
Fast forward one year.
Ask yourself what the top two or three objectives are that a new hire would need to accomplish in the first year, the ones that would earn the new employee a bonus or raise. For a director of HR, this may be something like, lead the implementation of the workday HR system across six international operating units representing 10,000 employees.
Define the process of success.
There is a sequence everyone must take to achieve any major objectives. This will usually start with figuring out the problem, followed by conducting an analysis, developing key subtasks, putting a detailed plan together, organizing the resources and then successfully executing the plan. Once this is developed, hiring managers can reverse the process and ask candidates to describe similar accomplishments.
Put performance objectives in priority order.
When defining the process, six to 10 major objectives are normally brainstormed. Once the hiring team has prioritized this order, be sure the entire team is in agreement, otherwise they may revert back to their normal interviewing processes.
Think backward.
To put together a strong team, its better to emphasize what interview prospects need to do to become successful. This backwards thinking should start the hiring process. For one thing, if the work represents a career move, compensation will be a negotiating item, not a deal-breaker. Even better, if the person can do the work, theyll have exactly the level of skills needed to do the job.
