- The manager figures out they need help fast. There’s no time to lose.
- The manager asks for resumes. Resumes are NOT facts – they are perceptions from a person who wants to be chosen. They can write anything – truth or stretched truth. I’ve never seen a resume with the things a person is NOT good at.
- The manager may check LinkedIn to see where the candidates have been, and their experience (some companies do not allow this since it creates bias).
- The manager interviews the top candidates. The manager at this point has chosen the top candidates through “Psychic Reading” with very little data.
- The manager chooses based on the Resume and the Interviews. Both are not facts but perceptions. Many managers have told me ‘I can just tell that they’re going to be good’.
The manager has hired based on no facts and no data.
A more effective approach is to compare each viable candidate to a specific Job. It doesn’t mean you don’t read the resumes or hold the interviews. Instead, you are adding an important third piece to the process – DATA. You’ll still be biased with your own opinions (the brain can’t help doing that), but the data helps you see the Job Fit with eyes wide open and without your natural bias.
Matching a job can scale up. Whether you are hiring / onboarding, looking for a promotion, or looking for a leadership position, the same process is in place:
- Determine what job(s) you would like to have (based on YOUR capacities)
- Talk to your boss about the job(s) and how you will backfill your position
- Work with 2-3 direct reports to groom a successor
- Look for opportunities to move with your boss’ blessing