AchievementProfiles – Key To Hiring Accuracy
Traditional job descriptions are next to worthless as a hiring guide.
The most common reason there is a hiring failure is the lack of an accurate definition of the real job. There are a number of things that contribute to this problem, but a frequent cause is using traditional job descriptions.
It differs from a job description in that it doesn’t describe skills or traits, but rather what the person needs to accomplish with his or her skills and traits. A Achievement Profile is a very different document that focuses on specific performance as a key part of the profile.
For example, instead of saying the person must have five years of project manager experience; it’s more accurate and helpful to hiring to say, “Prepare the detailed project plan by the beginning of the second quarter.”
Click the + below to see an example of one complete profile statement.
Specifically address the integration of 40 + information and data warehouse silos and systems and deployment within an enterprise wide environment (define big problems).
Prepare a formal presentation including a detailed plan to meet the 18 month, under 5% variance, and $7 million dollar budgetary deadline. Include in this report all resource needs (equipment, staff, and budget) to meet the project objectives.
This process continues until the six to eight profile statements have been developed in more detail and made SMARTe (see below).
The next step is to review the list of success objectives and put them in priority order. This leads to consensus on the real job needs before the search process is ever begun. There are also other advantages to this approach that may not be so obvious, but we’re happy to provide them in a discussion about your job. This approach has a very high acceptance rate among hiring managers and has been found much easier to learn as compared to other methods.
SMARTe – A better way
A more accurate approach to hiring top talent is the development and use of a Achievement Profile. This is a document which every key member of the hiring teams agrees accurately defines what the person taking the job needs to accomplish. The completed profile defines the actual work in terms of desired outcomes. These outcomes are written to be as SMARTe as possible.
- S – Specific
- M – Measurable
- A – Action oriented statements
- R – Results oriented
- T – Time based
- E – Describes the environment and culture
There are three different approaches to creating a really good Achievement Profile. We can show you how it’s done. These profiles can be developed for any type of job in any industry from entry level to the ‘C’ suite.
Profiles contribute to more accurate interviews
Once you have a solid Achievement Profile complete, you’ll need to utilize it with our 3+2 interview method. We utilize this in every interview and the concepts are incorporated in our Success Custom Interview Guides. Together, both of these services will definitely strengthen your hiring accuracy.
Contact Carl Bradford and ask for an example of a Achievement Profile, or better yet, we’ll help you develop one for a specific job that your hiring for.