the technical professional professional hiring roa… · candidates for the role. your new team...

The Technical Professional

The Technical Professional Hiring Roadmap / 11

1

SOURCE

2

SCREEN

3

SELECT

4

START

candidates for the role.

your new team member.

them off on the right foot.

your qualified candidates and narrow down your list.

Here are the 4 steps on the road to hiring the best technical talent:

Need technical staff to see your project delivered? Adding people shouldn’t mean adding extra work on you. You want to bring experts on to your team to speed up your business – not slow you down.


before you even start down that road there is one thing about your business that you must know...

YOUR SCOPE

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Not knowing the scope of what you need is like driving aimlessly without ever knowing where you’re going.

REMEMBER:!


It’s a bit of legwork up-front, but taking the time to clearly define and understand the roles you need to fill your team will save you time and money down the road.

To be successful in hiring, you need a roadmap that has a definite direction and destination.


Every job is different, every company is different … and every candidate is different. But for every hire, it’s wise to begin with the end in mind.

When considering the role you need, write down the performance outcomes that will define “success” in the role. These are the things that a new team member must do to be considered successful – not necessarily the experience, knowledge, skills, or qualifications they already have.

Begin with the end in mind


When you and the candidate both understand what they need to do to be successful on the job (instead of what they have on their resume) :

• You can source candidates by selling them on what they’ll accomplish in the job, instead of a laundry list of “must haves” and “nice to haves.”

• You can select a new team member with confidence – you’ve seen their demonstrated success in the past, so you will have a good idea of their future success and potential.

• You’ll easily screen your candidates by only considering people who’ve met these performance objectives in past roles.

• You’ll both start off on the right foot – both you and your new team member will know what’s expected of them in this role.


What’s a performance outcome?

In a nutshell, it’s the shining “aha” moment when your new team member performs in a way that exceeds your expectations, leading you to shout, “That was a really great hire!” from the mountaintops. Performance outcomes are not only the tasks you want them to accomplish – they’re the “x” factors that make your new team member a great fit for your organization.

Creating Your Performance Outcomes


Why is this job open?

What are the technical challenges of the job?

What do the best people in this role do differently than the average person?

Is there anything at your company that needs to be changed, fixed, upgraded, or im-proved? How do they fit into these changes?

What will be the first big project or task this new hire will work on?

Who will they be working with, and on what kind of projects?

What’s the work and working environment like?

• Is it a fast paced, or more detail-oriented role?

• Is the work team-oriented, or more independent?

• Are the hours variable, or more independent?

To create your performance outcomes for your new team member, answer these questions:

THE ROLE & JOB FUNCTIONS

THE TEAM & WORK ENVIRONMENT


What does the new hire need to do over the next 6 months, 12 months, 24 months to be considered successful?

How will you measure their performance?

What metrics will you use? E.g., productivity, impact on revenue, meetings booked, or reporting deadlines?

What is your timeline for these performance outcomes?

• Is the management structure hierarchical, or flatter?

When the new hire meets their direct manager on the first day of work, what will the manager tell them?

To create your performance outcomes for your new team member, answer these questions:

PERFORMANCE METRICS & EXPECTATIONS


Establishing your Position Profile:

Once you’ve answered the questions above, create a position profile for your open role. Use this profile to source, screen, and select each potential candidate – and review once they start:

Your Company:

Position we’re hiring for:

Location of the role:

Overview of your company:

The purpose of the open role in your company (why this role is needed):

Requirements for a candidate to be considered for this role (what they have done in the past - ie., previous experience):

••••••


Screening & Interview form

Measurable Outcomes:

What we want to see the new team member do:

How we’ll measure success(e.g., time, money, feedback, productivity ratio,

etc.)Interviewer Comments

EXAMPLE: Increase units per shift by 6% # of units vs. last quarter Will likely meet expectations based on past experience at XYZ Corp

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