You probably begin the hiring process with a job description. If they are kept up to date, these documents may tell us a lot about roles and responsibilities, but they tell us very little about the kind of person who is likely to succeed in the job.
You may get a better idea by asking hiring managers what they are looking for. But conflicting opinions and unstructured responses can end up making it even less clear.
This all creates a huge challenge for you, trying to match real people to job descriptions. If it is not absolutely clear what good looks like, how can you be expected to successfully source the right candidates?
In this webcast Charlie explores ways to establish candidate criteria — ways that are built on proven science, that go beyond experience and qualifications to articulate the personal characteristics that ensure your candidates will be a good fit for your company and for the role.
In this lively and impactful session Charlie will take you through the principles and practical examples that will help you to:
Build Success Profiles that will streamline your recruitment activities
Make recruitment decisions easier
Establish consensus and set clear expectations of what good looks like
Save yourself and your hiring managers a whole lot of time and aggravation
Gain the cooperation and commitment of your hiring managers
Bring the entire recruitment process under your control
Take a moment to consider some of the top performers in your organization. Perhaps some of them report directly to you. As you think about these individuals and their future careers at your company, what next steps do you envision they will take? Will your best programmer someday become Chief Technical Officer? Does your best accountant have what it takes to become a CFO? We’ve often heard the adage, “Past behavior is the best indicator of future performance,” but this phrase can be confusing. Future performance is not the same thing as future potential.