Over coffee the other morning, a potential client and business owner was lamenting over his disappointment in an employee’s performance. This wasn’t just any employee, it was a recent hire who had been on board less than 90 days. Putting my consultant hat on I simply asked, why the individual was hired?
What did you see then that you’re not seeing now? The new client stated that this individual appeared to be the perfect candidate with a killer resume, industry experience, excellent academic credentials, was a great interviewer, and supplied glowing references. This was a “can’t miss” hire!
After about 30 days the glow emanating from this can’t miss hire began to fade. For someone with such promise and outstanding credentials, their work product was never really up to par. The one credential he wasn’t expecting was an MBA in excuses; accountability was a word that was eliminated from the new hire’s vocabulary. There was always a reason for not meeting expectations. The can’t miss hire, now employee, began displaying signs of entitlement and attitude and the atmosphere in the office became tense.
About 30 days from our early morning meeting, the client terminated his can’t miss hire. Obviously shocked by the decision the employee asked why? After discussing a litany of mistakes, excuses and missteps, the client simply stated, “You’re not the person I hired.”
Have you ever made a hire, with a can’t miss candidate, that didn’t work out?
Unfortunately this happens more than you think. If you’ve been a hiring manager for any length of time you’ve undoubtedly hired someone that didn’t work out. If you’re new to the hiring game, chances are you may make the same mistake. But you don’t have to.
Consider the patented job benchmarking process from TTI SI which enables businesses to assess the job and then can be used to identify talent uniquely matched to the job, to create job fit and vastly improve retention.
This approach benchmarks a specific job, not the person, in an interactive process. Clients use job benchmarking for development, selection, retention and management.
How do you know if you might be able to benefit from job benchmarking?
Consider if you or your organization would have a ready response to the following questions:
- What are the key accountabilities for this position?
- What are the skills needed for superior performance on the job?
- What position goals have you committed to achieving over the next year?
- How are you held accountable?
Job benchmarking takes the guesswork out of hiring and workplace dynamics in general, making it easy to remove common biases often associated with the hiring process.Instead, factual data based on job requirements provide a solid foundation for coaching and hiring success!
Job benchmarking identifies: Key accountabilities, skills needed for superior performance, competencies, behaviors and intrinsic motivators for performing the job.
Job benchmarking provides: a complete job-related development plan, a system for job-related performance reviews, and a complete system from hiring to retirement
Hiring and building quality teams is a critical skill needed for success in any management role. Isn’t it time to stop guessing?
Jim O’Hara is the President of Kellen James – Performance Solutions, an Advisory, Diagnostics and Search consultancy that helps companies hire more accurately, manage more effectively and grow more efficiently.