Kristen put away the psychological profile. “Okay, you’re not going to look at this. You want a job description. But I can’t just write a job description, you really want a system?”
“Yes, a system,” I replied. “Take these elements, put each element into a circle, then put arrows between each circle. You may add and take away elements. This picture will represent your system.
- The work
- Roles doing the work
- Roles making sure the work gets done
- Job description for each role, broken into Key Result Areas, including tasks, goals and time span
- Ten questions specific to each Key Result Area (6 Key Result Areas = 60 written questions)
- Job posting
- Resume review
- Screening phone calls
- Telephone interviews
- Face to Face interviews
- Skills Testing
- Selection Matrix
- Reference checks
- Background checks
- Offer (contingent)
- Drug Testing
- Offer (confirmation)
- Orientation
- Training
- Productive work
- Assessment
- Training (more)
- Career pathing
“Tweak your system, work your system.” -TF
Hi Tom,
I would have posted this comment on one of the earlier stories from a few days ago, but ironically enough I was interviewing entry-level candidates at our job fair last week! Talk about a coincidence!
The main lesson I learned from my colleagues over the last few days was: the interviewers who got the most benefit out of the whole exercise were those who showed up armed with specific job descriptions, which in turn meant they had a narrow set of skills and experience they were looking for.
That’s a fantastic outline of a “people system”, btw.
Great series of posts. Spot on, as usual.
Kevin
The interviewer has but one job: trick the interviewee into telling the truth. How? By identifying the key personality and skills traits required to excel, then constructing behavioral questions that do not lead the witness.
Dan Silver