From the course: Performance-Based Hiring
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Preparing performance-based job descriptions
From the course: Performance-Based Hiring
Preparing performance-based job descriptions
- We've all met people who have all of the skills listed on traditional job descriptions who are not top performers. We've also met people who are top performers who don't have all the skills and experiences listed. In fact, every person, every person who gets promoted falls into the second category. So why would anybody want to exclude these types of top performers from consideration? Now think about the other side, why would a top person who possesses all of the required skills even apply for a job that seems like an ill-defined lateral transfer. When I meet with hiring managers to discuss the real job, I suggest we put the traditional job description in the parking lot for a few minutes. I then ask, "What are the most important things "this person needs to do in the job "in the first six to 12 months "in order to be considered successful?" Every job can be described by five to six performance objectives that begin with an action verb,…
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