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Picking people is a darn tough task. Experts in the area explain that "hiring right" requires a very rigorous process. First, you must be very clear about the type of person who is needed for the job and who will excel at the job.
Next, you must dig hard to evaluate each candidate against the preset criteria. Insights come from:
- Your in-depth study of the candidate and his or her education, works and past performances.
- In-depth interviews with various people who have worked with and for the candidate.
At right is a list of competencies on which you should judge each candidate. First, list the minimum acceptable rating that you will allow in each for the particular job. Then, in the next column, insert the rating that you give them based on your study of the candidate (before discussions with references). Finally, have the candidates' references rate the candidates on the same criteria. The result will help you make better hiring decisions.
Think it's overkill? You might want to try it. Many great companies are doing it, such as GE, Gateway and CompUSA. Yes, a single interview, if done right, will last three or four hours. Additional work to evaluate the candidate - before and after the interview - will require that as well. But considering what is at stake - and the abysmal track record that most companies have at picking people - this just might be what is required of you and your organization if you are to move from also-ran to leader of the pack.
Note: These are the same criteria you should use to regularly evaluate your employees.
Minimum Average of Acceptable Your Reference
5 = Excellent, 4 = Very Good, 3 = Good, 2 = Fair, 1 = Poor Rating Rating Ratings
Intellectual Competencies
| Intellectual Competencies | |||
| Intelligence - ability to learn a lot quickly | c | c | c |
| Analysis - ability and tendency to dig deep, analyze | c | c | c |
| Judgment - ability to draw the right conclusions | c | c | c |
| Decision Making - speed and assuredness of decision-making | c | c | c |
| Conceptual Ability - ability to work with abstract concepts | c | c | c |
| Creativity - ability to find unique solutions | c | c | c |
| Strategic Thought - ability to assess and then lay out a smart plan | c | c | c |
| Critical Insight - ability to assess and then prescribe, predict | c | c | c |
| Pragmatism - practical, logical, ability to keep things simple | c | c | c |
| Risk Taking - willingness to take risks | c | c | c |
| Education - desire to pursue education, knowledge. | c | c | c |
| Experience - ability to learn from deep and broad experience | c | c | c |
| Track Record - ability to succeed and accomplish | c | c | c |
| Personal Competencies | |||
| Integrity - honest, principled | c | c | c |
| Initiative - takes action, does not wait for instructions | c | c | c |
| Organization - prepares and plans | c | c | c |
| Excellence - works to improve and exceed minimums | c | c | c |
| Stress Management - strong and steady under pressure | c | c | c |
| Self-Awareness - knows strengths and weaknesses | c | c | c |
| Interpersonal Competencies | |||
| First Impression - makes positive, favorable first impression | c | c | c |
| Likeability - has good sense of humor, is comfortable with people | c | c | c |
| Listening - listens and understands | c | c | c |
| Customer Focus - enjoys and is good at serving customers | c | c | c |
| Team Player - works well with groups, is liked by team members | c | c | c |
| Communications - gives clear written and oral reviews | c | c | c |
| Negotiation and Persuasion - ability to convince, sell | c | c | c |
| Motivational Competencies | |||
| Energy - works hard, keeps up the pace | c | c | c |
| Enthusiasm - finds work exciting, filled with purpose | c | c | c |
| Ambition - has role models and goals | c | c | c |
| Balance of Life - exercises, stays fit and healthy | c | c | c |
| Tenacity - faces down challenges | c | c | c |
| Management Competencies | |||
| Selecting “A” Players - track record for hiring high achievers | c | c | c |
| Coaching/Training - ability to groom and nurture talent | c | c | c |
| Goal Setting and Team Building - leads productive teams | c | c | c |
| Running Meetings ± skill and experience running productively | c | c | c |
| Leadership Competencies | |||
| Vision - ability to see a clear path that is achievable, exciting | c | c | c |
| Change Leadership - ability to move a group in a new direction | c | c | c |
| Conflict Management - ability to break down and resolve problems | c | c | c |
This list was developed from Appendix A in TopGrading.
This article originally appeared in The Business Owner Journal, the periodical of choice for owners of small and midsize private businesses. All rights reserved, D.L. Perkins LLC. © 2010.
This publication is intended to provide general information on the subject matters covered. It is sold and distributed with the understanding that neither the publisher nor any distributor or advertiser is engaged in providing legal, tax, insurance, investment or other professional advice. The advice of a qualified professional should be sought before any reader applies a concept presented herein to his or her particular situation or business.
D.L. Perkins, LLC is solely responsible for this content.
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