As you know, I work with clients who are going through some type of transformation — changing their business strategy, operating model, organization structure, etc. Whatever the change, you have to start at the beginning. Sounds obvious, right? The first most critical step of any change is having a compelling, clear vision. That’s not the beginning I’m talking about today. The beginning that I’m talking about is the beginning of the talent life cycle — how you are hiring. Hiring for the future needs to be a well thought out and executed part of transformation.
In my experience, purposeful hiring is one of the most neglected business processes in many organizations. There is usually a process for posting resumes and identifying candidates. After that, it becomes haphazard. A few people meet the candidate. The hiring manager and HR (if it is involved) get some feedback. Someone is hired and you hope it works out.
- Identifying the critical success factors for the role — focusing on the future without neglecting the now
- Putting together a team that can effectively assess the candidate against those success factors
- Purposefully focusing each interview
- Determining which questions will help you assess the candidate against the success factors. These include not just technical or professional skills but also cultural fit.
- Debriefing the results of the interviews in a structured way.
- Having a decision process that will allow you to rapidly move ahead.
About Edith Onderick-Harvey
Edith Onderick-Harvey is a highly regarded consultant, leadership and talent expert, and speaker. Edith is frequently quoted in the media including The New York Times, CNN.com, HR Executive, and American Executive. As the President of Factor In Talent, Edith works with leaders to take performance — their own, their team’s and their organization’s — to the next level.