The Critical First Step to Hiring the Best – Defining Performance
Why is defining superior performance so important?
It’s essential because it’s only after you define superior performance that you can assess true competency, and close an offer on your terms.
You can spend your candidate interview time discussing past accomplishments that are related to the performance you’re seeking.
The entire interviewing process becomes a much saner, more enjoyable and much more productive experience on both sides of the table.
And you’ll find it’s much easier to recognize superior candidates when you’ve painted a clear picture of “superior performance.”
Getting Started with Major Objectives
Make a list of the top 5-8 things a person must do to be successful in the job.
These are performance objectives. Focus only on Major Objectives and the interim steps necessary to achieve these objectives. These could include problems to solve, changes to make, team/management objectives, and technical objectives.
Take a look at your current job description in light of the list you’ve created, and convert each “having” requirement into an action oriented “doing” task.
Put these deliverables into priority order.
Tasks are much easier to prioritize than arbitrary lists of skills and experience.
Add Supporting Objectives
Once you set up the Major Objectives for each job, you’ll also want to touch on some Supporting Objectives (such as the key steps needed to meet major objectives). You could include some of the following:
- Management or organizational issues
- Changes and improvements you’d like to see implemented
- Problems that might arise (or problems that already exist)
- Technical issues
- Team and people issues
- Projects and deliverables
Follow this simple structure and the results will follow. Better hires, happier employees and more competitive organisations.
Building the C-Suite