Many of the companies we work with and come across define their recruiting criteria incorrectly and some do not even realize they have a problem. The typical initial problem statement is, “We need to fill a position with a qualified candidate.” Defining “qualified” is where they tend to go wrong. Some go on to say, “We will have better results when we hire from the inside than from the outside.” Others insist, “We should only look at people that previously have worked in this particular function for a certain number of years.” Or, “We want someone that has been in our industry before so we won’t have to teach them our business.” What these criteria and the initial problem statement often overlook is the real problem in the company. There is not an “A Player” in every position, and the company does not make defining, finding, keeping, and growing “A Players” a necessity.
When filling positions in a company, there is one common denominator that gets overlooked consistently in almost every company I come across. If you want to solve a problem, it is important to first define it correctly. Once you have defined it correctly, you can then come up with the questions you need to answer in order to solve your problem. Redefining “We need to fill a position with a qualified candidate” as “We need an “A Player” in every seat” forces you to redefine your expectations for the position and the criteria for the candidates. Many people you might have hired using the old definition should not get past your screening process.
The next time you fill a position in your company, ask the right questions:
- What are the key performance indicators of “A” performance for this position?
- What are the key success factors for producing this performance?
- What qualities does the person need to have to produce this performance?
- What track record do you want to see for you to trust that they can do this job?
- What are the cultural aspects of your company that are important to consider when choosing a candidate fit?
- What values must a candidate have in order to be hired, and what questions will you ask to test whether they’ve demonstrated those values in the past?
- What early warning indicators will you put in place so that you can tell whether things are working?
We can help you find the “A Players”.
Howard Shore is a business growth expert who works with companies that want to maximize their growth potential by improving strategy, enhancing their knowledge, and improving motivation. To learn more about him or his firm please contact Howard Shore at (305) 722-7213 or [email protected].