Success Profiles – Creating a Blueprint for a Better Hire
As human beings, our unconscious biases lead us towards hiring people we like or who resemble ourselves. We can get swayed by CVs that tick all the boxes, or by someone’s impressive interview skills.
But in today’s global business markets where innovation and change are a required by every business to survive having a team that are all “cookie cuts” of yourself is a risk that most businesses cannot afford. Along with diversity you also need people who can arrive, quickly adapt and perform to expectation.
When a new employee doesn’t fit well into your team or struggles to perform, it can be a humbling experience to realise that you’ve made the wrong call – as well as being a negative experience for the employee and the team, potentially with serious consequences.
Whether it’s through humans or computers, the only way you can accurately predict a successful hire is to know what success looks like, for that particular role for your organisation.
Identifying the criteria for a top performer
A success profile is a blueprint for identifying top performers – either within your existing team or for future hires. The metrics used to create a success profile can include biographical data such as skills and experiences, as well as performance metrics such as review scores or KPIs.
Psychometric assessments also play a critical role, shedding light onto a person’s cultural alignment, behavioural preferences, cognitive ability and motivations.
It’s also important for an organisation to determine what it defines as success – are top performers those who achieve the highest sales, or biggest profits, or highest team retention, or greatest customer satisfaction? In fact, it’s likely to be a combination of multiple criteria.
Success Profiles holistically capture the requirements of job success—what knowledge, experience, competencies, and personal attributes are critical to drive business strategy in a job, job level, or function. These Profiles define what enables individual, group and eventually business success—or conversely, contributes to failure if lacking.
Some of the cornerstone areas that you can look at immediately to start to define your profile are:
WHAT PEOPLE KNOW:
History of achievements and experience obtained in previous roles
WHAT PEOPLE HAVE DONE:
Educational and work achievements needed to successfully perform job activities
WHAT PEOPLE CAN DO:
A cluster of behaviours performed on a job
WHO PEOPLE ARE:
Personal dispositions and motivations that relate to job satisfaction, job success or failure job or level need to do effectively to bring new offerings to market
Once you have captured these things – see your candidates match up by combining both Data from profiling tools and CV’s with your in-person experience of the candidate.
Applying the success profile to your hiring process
When it comes to hiring, having a success profile to compare against will provide data-driven insights as to whether a prospective candidate is a good match, and alleviate some of the unconscious bias in the hiring decision.
The team at Ai Group Recruitment services would love to assist you in creating the perfect success profile! Get in touch with us today so we can get started.