Managers and executives are frequently challenged to identify new hires in a very short time frame. However, balancing the day-to-day work with ensuring a quality new hire can lead to frustration, particularly when unsuitable candidates show up for the in-person interview. These candidates may not have the right skill set and/or are not a good fit for the company’s culture.
To minimize this possibility, take 10 minutes to identify the following:
- 6-8 functional competencies required for success in the role – both now and 3-5 years out. (I am assuming that your company already has a leadership model.) These are the technical skills that differentiate job families (Marketing vs. Sales vs. Supply Chain, etc.).
- 2-3 values that represent what is important in your company – both now and 3-5 years out. These are characteristics that you want to emphasize in the hiring process (e.g., as company differentiators).
Next, review your phone interview and other selection tools to make sure that they are tapping into these competencies and values. You’ll have to wait until the next 10-MHC for advice on how to handle any gaps in coverage that you may find.