The Selection Process

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The Selection Process
Jeff Pelletier, Member, Business Consultant, United States

The RIGHT people are your most important asset- the wrong ones, your biggest liability

The Selection Process (c) is a comprehensive process for finding the right people. The Right People are those who meet three criteria- The Selection Process- Match applicants to the "Competence, Character and Chemistry" (c) required for the job The goal of selection is to resent the employer with a minimum of TWO candidates either of whom could be hired. Selection does not occur in the "last person standing" traditional model. With the Selection the bar is raised. First requisite- A well articulated Core Purpose and Core Values of the company. These must NOT be aspirational. The Core Values of any organization are derived from its Founder or Founding Board. Core Purpose is also self-evident- it is the original founding Intent of the enterprise and must be succinct. These must be articulated in a way that is functional (values) and "empowering" (purpose) Second Requisite- Outcome Based Job Deions (c) and Core Competencies. OBJD define the core purpose or responsibility of the job to the enterprise. According to the Gallup Study in "First Break All the Rules" the RIGHT people want to know what to accomplish and contribute NOT how to do it. Writing jobs as outcomes is quite a specific discipline and requires training as the default is to pre-scribe action. Core Competencies are the Core Values expressed as measurable behavioral outcomes. Targeted Recruiting- NOT mass recruiting. Resume` and Cover Letter elimination- specific criteria- ask for relevant work product examples Phone Screen Face to Face 1 Face to Face 2 Candidate Evaluation Process- see three C's above Reference checks etc. Offer Selection from two or more This process does NOT guarantee the RIGHT people are hired as this is IMPOSSIBLE. What it does do is create a framework and context for continuously improving the caliber of the people working in your enterprise. Outcome Based Interviewing- We take the behavioral interviewing model and add outcomes as the measurement of effectiveness.

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