Knowing What You Want. How To Hire The Right People.

The first step in hiring the right person is to define what you are looking for and what responsibilities and tasks will be handled by the person in this position. This means, to begin, you will need to compile a list of the job’s responsibilities, tasks, and communication needs.

This definition might include:

Desired business experience

Education requirements

Knowledge, Skills, and Abilities

Tasks, Duties, and Responsibilities

Objectives and Accountabilities

Competencies

Work Schedule

Compensation and Benefits.

Each of these aspects involves some layers of definition and decision and I’d like to break them down individually and discuss each beginning with Business Experience.

Business Experience

Business experience is defined by experience in the work force and also experience in a particular industry and potentially in a similar position. You must consider all facets. Does your company want 15 years in the work force and 15 years of relevant industry experience and responsibility or is 10 years of relevant industry experience a must? Keep in mind that none of them are default requirements.

Your position may require absolutely no industry experience but several years at an executive level. Your position may also require 15 years of industry experience but no time at an executive level or if you’re filling an entry level position, maybe it doesn’t require any experience at all.

To determine the desired level of work experience for any position there are several questions you might consider:

1.Are the desired experience requirements consistent with the job’s responsibilities?

2.Can an employee perform the job with less experience? Why or why not?

3.Is the background of the incumbent employee influencing your experience requirements?

4.Are you being objective or subjective when determining experience requirements? Meaning, are you comparing it to your own experience or what is actually necessary for a person to competently perform the job?

5.Are you compromising on experience requirements to fill the job quickly?

6.Are your requirements realistic?

7.Are your requirements in accordance with all employment laws and regulations?

By narrowing down exactly what you are looking for in an employee’s experience and understand exactly why you are establishing those parameters, you will be better able to focus your candidate search and better able to make a smart hiring decision.

Education Requirements

Your education requirements follow a similar pattern of questioning as your experience requirements. Ask the following questions:

1.What education is necessary to successfully perform this job?

2.Why is this education necessary?

3.Can this position be performed by someone with less education?

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