Getting Hiring Right
Alex Pollock
August 20, 2013
Getting the right person in the right job at the right time with the right skills to address current challenges is the generic goal of any hiring decision. It may sound straightforward, but it has been estimated that the hiring success rate of leaders is a pathetic 50 percent. I'd like to share some thoughts from "Who" by Geoff Smart and Randy Street, a super read for anyone seeking to secure talent.
While the process really addresses the recruiting of new talent to a company, the principles are also valuable for those internally completing robust succession plans.
Key Process Steps
- Scorecard: Define the reason the job exists, deliverables from the job and the competencies required to perform the job successfully. Avoid waxing eloquently. Be brief and precise. Know exactly what you're looking for.
- Source: Generate a pool of viable candidates from personal and professional networks. Continuously be looking for talent. External recruiters can provide a valuable service if you need to augment your network pool.
- Select: Use a series of interviews from telephone calls to personal visits with the hiring leader and others, to gradually and carefully collect performance data that can span decades. Smart and Street recommend four interviews with increasing focus that they refer to as "Screening, Topgrading, Focused and Reference." Please be thorough. We've likely all been duped by people who give us a few pieces of the jigsaw puzzle and leave us foolishly believing that we know the full picture. With data in hand you should then rate each viable candidate and select the candidate with the highest rating.
- Sell: After all this work, how do you finish the journey by securing a hiring decision? Smart and Street suggest the five F's:
- Fit: Explain how a candidate's aspirations, strengths and values fit in
- Family: Share how the transition will be made as easy as possible for all family members
- Freedom: Describe degrees of freedom to make decisions
- Fortune: Explain all aspects of compensation and expectations for advancement
- Fun: Describe the work environment and cultural expectations
Topics:
Leadership & Careers
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About the Author
Alex Pollock
Alex Pollock has been studying leadership effectiveness for more than 30 years. A former leader in environment, health and safety, and public affairs at The Dow Chemical Co., he learned that we all have leadership roles to play. He enjoys discussing new ideas and sharing practical ways we can all become better leaders.