When hiring for a new position or replacing an employee who is departing, to ensure full accountability from the outset of the hiring process, you should follow a clear process. That process includes creating a Position Contract for the role and creating a job description that reflects the job descriptions and relevance to company goals outlined in the contract. Furthermore, you should include action items in your ads to weed out those who are not interested enough to take the time to respond or who simply do not have good answers.
Create Position Contract for role.
Accountability is crucial! Accountability ensures that your employees contribute to the achievement of your company’s goals and that they are not dead (or nearly dead) weight. Therefore, when you decide to hire to fill a new or vacant position, you or your manager who is requesting the position hire must assist the HR person (or whoever handles this responsibility) in creating a Position Contract for the role. The best means to do this is for your or the requesting manager to use your or his or her own Position Contract or that of one of your/his or her direct reports as a sample and an applicable job description (I like to use Indeed for this) to create the Position Contract. Then you or your manager must provide this to the HR person to review.
Your HR person must ensure that, as with all Position Contracts, the Position Contract for the new role clearly delineates the tactical and strategic tasks, explains how the role impacts the company and what KPIs (key performance indicators) the person will be held to. It also must clearly detail how the new employee will be evaluated.
Create the job ad for the position. Include a relevant question or to do.
Create a job ad for the position. Create a question or a to do action that all respondents must engage in that will greatly help to quickly narrow down the pool of candidates. This step is critical, as an ad posted online can attract hundreds of responses. In addition, job suitability can be difficult to gauge from resumes. Some resumes look stellar, but when you talk to the person, they definitely don’t have the key skillset you need (i.e., you need a “driver” instead of “doer”).
For example, if your firm needs a take-charge person who works well with minimal oversight (the “driver”), this trait will not be apparent on the resume. You need to craft a question that elicits the correct response. For example, a suitable question would be, “If you have a number of to-dos for your manager and for a separate project team, for which some have delivery dates and others don’t, some that you definitely know how to complete and others that you do not, how would you address this?”.
Make sure the question is prominently featured towards the top of the job posting. Use ******,
bolding, italics, and other indicators to ensure that the question can clearly be seen.
Taking these measures will help ensure that you have full accountability in your hiring process and with the new person you hire. For details on what to do before this step, refer to A Revenue Driven Hiring Process.