One of the most critical decisions a manager has to make is hiring and selecting the right talent that "fits" the position, the team and the culture.

Do you promote rising stars before they are ready because they excelled as individual performers? Individual work does not equal manager work which requires emotional competencies and skills that come with time and experience.

The single best predictor of a candidate's future job performance is his or her past job behaviors and activities provided they are required for success in the new role. The way in which a person handled a specific situation in the past gives you valid information about how that person will approach a similar situation in the future. If a person has worked well with customers in the past, he or she will most likely be effective with customers in the future. If the person has had trouble communicating well in the past, you can predict that he or she will continue to have communication problems in the future.

An effective hiring process consists of the following:

• Identify required job competencies; consider the organization's values
• Develop a sourcing strategy including social media, referrals and other traditional sourcing methods
• Review resumes with a critical eye
• Screen "out" applicants using competency based screening questions
• Conduct an initial behavioral-based interview, based on identified competencies
• Conduct personality and skill-based assessments on finalists
• Conduct second round of interviews using customized assessment data
• Complete assessment-based reference checks
• Make the offer
• Approximately 30 days after hire, facilitate the critical conversation between the hiring manager and the new employee to surface any issues, identify potential conflict and to quicken the “learning curve”

Performance Management Partners, Inc.   |  6400 Main Street, Suite 150  |  Williamsville, NY 14221   |  716.204.2590