The Essential Guide for Hiring & Getting Hired: (Performance-based Hiring Series) by Adler Lou

Author:Adler, Lou [Adler, Lou]
Language: eng
Format: azw3, mobi
Tags: management, jobs, candidate, interviewing, hiring, job hunting, talent
Publisher: Workbench Media
Published: 2013-01-31T05:00:00+00:00

Recruiters and candidates alike can ask these same questions to the hiring manager.

Another way to prepare performance profiles is to benchmark the performance of good people already doing the same job. To use this approach, first identify a few people who are considered top performers. Then determine what these people do on an ongoing basis that separates them from the average and the below-average performers. For a call center rep it might be perfect attendance or maintaining a positive attitude throughout the whole shift. For a sales rep benchmarking might reveal that the best reps always thoroughly understand their prospective clients’ needs long before the initial live meeting. These differences can then be converted into performance objectives and included in the performance profile.

Preparing performance profiles as described doesn’t take much time, but it has great value from an assessment standpoint. In addition, you won’t need to interview as many people, since many will be screened out during the phone interview. This alone is a big time savings. You can also use the performance profile for onboarding and performance management purposes. During the onboarding process it’s important to refine, reprioritize, and clarify the performance expectations for the job to make sure the new hire and hiring manager are on the same page. While the initial performance profile needs to be close, it can be adjusted somewhat based on the person ultimately hired. The performance profile can then be used throughout the year as a performance management and review tool.

It’s best if this performance profile is created in steps, starting with a basic template like the following for a marketing product manager. Then get more people involved who will be working with the new hire to review the performance profile and add their comments. When you’re done you can then prioritize the objectives in order of importance. This is a great way to get everyone on the hiring team to fully understand the job. This will be important as they interview candidates, since they’ll all be using the same document to assess the person as well as describing the same job. Top people become concerned when the interviewers don’t really know much about the job opening, or its importance.

First Draft of a Performance Profile for a Marketing Product Manager

Work with engineering and develop the product requirements document for the new iPad apps bundle. Target: 90 days.

Present the rough product road map to the executive team for review by June. Include primary product requirements and rough competitive analysis.

Identify additional marketing opportunities to grow sales to the $250k/month range by year-end.

Establish yourself as an industry-wide subject matter expert on mobile user interface and usability.

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