The research is clear; high performing employees are the most motivated employees and out produce average employees by 4 to 1! What fundamental principles are necessary to build an effective hiring process that will staff your organization with high performers and motivated teams? The highest performing organizations have cracked this code and here is how they do it.
Determine What Capabilities Will Drive Your Company’s Success
Think about those brands that you admire. What is it that they are very good at doing? Walmart differentiates itself by their expertise in supply chain management while Nordstrom is known for their customer service. How does your company differentiate itself from the competition? What qualities do you admire in the employees you already have, and what are you going to be looking for in the new hires?
Determine What Skills are Aligned with Your Organizational Skills
Personal competencies are a person’s ability, skill, character, and knowledge that develop through life experiences. Personal competencies account for nearly 90% of successful performance on the job. A partial list of the 67 personal competencies from the Lominger organization include:
- Action Oriented
- Business Acumen
- Organizational Agility
- Customer Focus
- Timely Decision Making
Determine What Technical Skills are Required for a Specific Role
Technical competencies represent the skills and knowledge necessary to perform in a specific job role. The majority of hiring is done with a focus on technical competencies. It is important to note, however, that technical skills only account for 10% of successful job performance.
Establish Objectives for Interview and Screening Processes
First off, you need to have great managers.If you don’t have great managers, you will never have a high performing, highly motivated team. Period.
Most hiring managers make hiring decisions based on:
- Their “gut”
- The similarity in personalities with the candidate
- The degree to which they “like” the candidate
Pre-employment evaluations combined with structured interview processes are critical to the screening process as they remove the subjective human biases of the interviewers while screening all candidates using a common methodology.
High performers have the personal and technical competencies that align with the desired organizational capabilities of the company. If the screening process is built with these principles in mind, the result will be a highly successful organization. For more hiring techniques and advice, check out my blog!