Hiring for Performance not Pain

Many times when we consult with hiring managers who are simply frustrated at the level of HR support and the quality of candidates that they are presented to interview. What NovoLogic has found, is the managers have silent expectations – and as we know, silent expectations are rarely if ever met.

Most hiring managers sign off on an outdated (at best) job description that defines what the new hire will do once in the role; however, there is usually a disconnect between the job description and the actual job that the new hire performs. The nuances of the things not listed in the job description are just as important to nail as the actual interview.

More times than not, hiring managers go into an interview blind – using competencies and the job description but not really knowing what the ideal candidate looks like. What’s even more troubling is the infamous answer the hiring manager gives is: “I’ll know the ideal candidate when I see him!”

So, what can you do? First, you must realize that the job description does not simply need to state what the new hire will do but rather also include how the new hire will perform. Yes, you can get a sneak peek into how a new hire will perform based on assessments, but prior to that, the hiring manager must ask, “What am I looking for beyond the job description?”

Before you schedule your next interview, ask yourself the following questions to help you understand what you are looking for in the ideal candidate:

1. What does the 1st year’s success look like?
2. What’s the state of the department/business unit?
3. What top three things are important to you in a new hire?
4. What are the key deliverables for this role the first 6months?
5. Who are the key players and how will this role interface with them?
6. Realizing your strengths and short comings, as well as that of your team, what type of mix between talent, background, cognitive ability, motivation and interest are you looking for?

Identifying these unspoken expectations will greatly increase your ability to “spot” the talent you’re looking for. Share the answers to the above with your recruiter or Talent Management team and have them build interview questions that get at the nuances of the role as well as the silent expectations. Taking the time to address these key points prior to the interview will help you gain great traction during the interview and selection process.

and if you need help contact us and we will be happy to discuss your specific situation and determine an action plan to improve your hiring practice and ultimately your organizations performance