Design

Design 

Selection criteria must include all aspects of the job Then rank each criterion as being either ‘essential’ or an ‘asset’ to performing the job.  

 

Two Questions to ask as you design your selection criteria

1. What level of talent is required to give us the bench strength we need to deliver on our business plan/strategic direction?
    
2. Will this role meet the employee’s need for autonomy, mastery and purpose?

Specifics of the job description should include:

• A list of  essential and asset skills; and the level to which tasks must be performed (expert, intermediate, junior)
   
• A description of accountabilities and desired outcomes
   
• Inclusive language that encourages the greatest diversity of candidates 

Essential = must have
Asset = nice to have

3. Align

Next, align the job description to your business plan and the individual’s performance plan, and be linked to any incentive or recognition program.  The goal is to clearly demonstrate how individual effort contributes to the manager’s and senior leaders’ performance goals; and ultimately to the success of the company overall.  

 

Two Questions to ask as you align your selection criteria

• What are the essential qualifications that will help someone be successful in this role? (I.e. Teamwork skills, consensus decision-making, other?)
   
• What are the attitudes and behaviors that will have the greatest impact on customer satisfaction and retention for our business?

4. Deliver

The next phase is to sit in across from a candidate, and in effect, deliver on your plan. Throughout the process, you’ve demonstrated a commitment to selecting only the most qualified candidates.  To deliver the results both you and the candidate really want, your final selection should be on the basis of best fit with the job.  That means selecting the candidate with the competencies and capabilities the job demands.  It’s somewhat subjective; however, this is where you can use a little of your intuition. 

 

Two Questions to ask as you deliver your selection criteria

1. Are we seeing the full potential of this candidate in addition to their current competencies?
    
2. Are we attracting an employee who can see possibilities in our business? 

The Bottom Line

It doesn’t matter whether you make machinery or doughnuts, sell business services or wood products; you have a customer and a company reputation to protect. Having the right selection criteria is the first step toward eliminating a poor hire.