The Selection Process- a Key to Becoming Great!

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The Selection Process- a Key to Becoming Great!

Category : Blog , The Right People

Be proactive in your hiring.
The more proactive you are, the more you can influence the outcome of your hiring decisions. You’ll notice I call this post “the selection process”. This is on purpose. The difference between selection and hiring is huge. Selection is all about picking the BEST person from among 2-4 qualified people. Hiring is the process of filling a spot with the person who most closely meets the criteria you’re looking for. What’s the difference? Plenty. Most employers hire. They interview until they find someone who appears to meet their criteria, and they make that person an offer. Those employers who “select”, have put themselves in the enviable position of choosing from among 2-4 any of which are qualified for the position. They have a very well written OUTCOME based job description, which describes the outcomes, (not the tasks) experience, knowledge and skill, physical attributes and environmental aspect of the job. The job has a clear “purpose” that serves the company’s greater purpose, which is also clear. The job description includes the companies CORE COMPETENCIES, which are extruded from the actual values of the company.
The job is posted on-line or on targeted job boards NOT in the newspaper or is referred to top employees. The posting is in response to predetermined “triggers” that predict the need to fill a position. Applicants are sent a job application, which clearly measures the job requirements, like work availability, salary history, and obtains contact information from previous employers and other references, (and much more.)
The person screening applicants has been trained to look for “fit”, and sends every interested person an application and asks them to visit the company’s web site, incase they receive a phone interview after a review of their application. (Not just their resume’. More on this in the future.) The Screener, “selects” people with whom to conduct a phone interview based on their application and resume’ review. Those who survive the 5-7 minute screening interview are invited for a face to face.
If you do all this well, you have laid the foundation to SELECT. If you don’t you are “stuck” hiring.
If you would like to implement a system like this, let me know. becominggreat@comcast.net
Jeff Pelletier
651-492-8540 Ph
651-389-0504 FX
http://onbecominggreat.blogspot.com/feeds/pos