Speed: There’s a lot of people looking for workers and it’s competitive. You’ll need a great recruiter who has a great network. Consider different recruiters for different types of jobs.
Bias: The most difficult part of hiring is recognizing your own bias. Your brain automatically makes up stories – good and not – as soon as it sees the candidate. Involve others to ensure a diversity mindset.
Job Benchmark: Defining job roles to create a Job Benchmark creates an additional data driven approach to hiring. There are good and bad versions of hiring benchmarks. I’m a fan of the Target Training International Job Benchmark process (email to get an infographic of this, or try one).
We use this process:
- The manager reviews the resume and determines if a face to face visit is warranted
- The manager and top performers on the team interview the candidate
- The candidate completes a Talent Profile, comparing their capacities to the Job Benchmark for the specific role
Speed is critical for this to work well. We recommend that the candidate complete the Talent Profile after their interview if the manager is interested in moving forward. The Talent Profile takes about 30 minutes to complete and requires that the candidate completes it in one session without interruption. The results are available to the Manager immediately.
If you are adopting Job Benchmarks for the first time, here are some important tips:
- The data from an interview is not a FACT, it is a PERCEPTION. Both the hired and the person hiring have bias.
- The Job Benchmark is only as good as the people who built it that know the job well.
- Be careful to look for the person that fits the job and avoid being influenced by someone who appears to be a top performer, but has not done that job.
- Triangulate the results – Resume, Interviews, Job Benchmark – to drive effective matches.
Here’s an example of a bank that struggled with turnover. They started using our Job Benchmark for banking roles that were challenging to staff and retain. The people who knew the jobs well (manager, team leaders, for example) worked with our facilitator to define the specific role (job). The Job Benchmark was created by determining the competencies, behaviors and motivators for the job. Next, each expert quickly completed a Job Report which was combined into a Job Benchmark. The Job Benchmark was then tested on top and lower performers to validate the results.
The candidate, when hired, gets debriefed using the gaps from the Job Benchmark. This allows more effective onboarding. This facilitation process takes approximately two hours.