HIRING SERVICE: Success-based Hiring Guide
How to Implement a Consistent Hiring Process
 Do you have a group of managers all conducting different interviews for the same position?
Is there a lack of consistency between how your accounting manager in one division hires versus the accounting manager in another division? Does your midwest sales manager conduct interviews differently than your northeast sales manager?
Should there be any difference? The lack of a rigorous and consistent approach to hiring across an organization is one of the core reasons why hiring fails in companies.
The sales person, engineer, or customer service rep in Chicago shouldn't be hired any differently than the one in Miami.
Most new or inexperienced hiring managers and supervisors do not understand how to hire effectively. They approach it based on superficial training (assuming they ever received hiring training, a big IF), what their boss did when they were hired, or gut feelings. The outcome is a random mix of hiring decisions that yield the same results as flipping a coin.
A Success-based Hiring Guide provides a complete hiring process and system for a unique role.
Hiring Management IMPACT of a Success-based Hiring Guide
The Success-based Hiring Guide provides a comprehensive set of tools to reliably assess a functional role. The Success-based Hiring Guide is an easily justified project when you have a group of at least a dozen individuals doing similar work, such as accounting, engineering, customer service, field techs, sales reps, retail or restaurant staff.
The project includes the deliverables of a Success Factor Snapshot, a Structured Comprehensive Interview Guide, a Customized 8-Point Success Matrix, and a Compelling Marketing Statement.
Success Factor Snapshot: Most job descriptions are worthless for predicting and measuring success on the job. We'll develop with you a Success Factor Snapshot that will describe in clear and precise detail the expectations of the top quartile performers in the role.
Structured Comprehensive Interview Guide: Most interviews are random and arbitrary events predicated on how each individual manager decides to conduct them. We'll create with you a Structured Comprehensive Interview Guide mapped back to the specific Success Factor Snapshot expectations of performance. The Interview Guide will also include the custom Magnifying Glass Questions to validate the truth about the candidates' claims and accomplishments.
Custom 8-Point Success Matrix:
The vast majority of assessments following the interview are gut feelings, ambiguous statements, and superficial observations. As the hiring managers gather around the water cooler, someone asks "So, what did you think of Bob?" A better approach is to use the 8-Point Success Matrix, which serves as a one-page scorecard to quickly get at "Can Bob deliver the results, outcomes, metrics, or standards we need in this role, and do it with a set of behaviors and style that is consistent with our values and culture." It takes about 3-5 minutes to complete the 8-Point Success Matrix and it forces everyone to do a better job of interviewing.
Compelling Marketing Statement: Most advertising brings aggressive candidates to your doorstep. Typically, their primary motivation is to just get a job and a paycheck, not to do your job! Most advertising attracts the bottom third of the candidate pool. A Compelling Marketing Statement will capture the interest and excitement of candidates who are truly compelled by your opportunity.
Training and Implementation: We'll facilitate a small project team in developing the core tools. We'll conduct a training session for all your managers to implement the use of the Success-based Hiring Guide. We'll create a structured approach to individual learning, implementation, and follow-up to ensure your managers effectively learn and implement the use of the tools.
Testimonials for the Hiring Service: Success-based Hiring Guide
"I have 5 engineering managers supporting our engineering effort. Two are located in our corporate office and 3 are in remote offices. Our past performance of hiring great engineers across these five groups was basically random. Once we implemented the Success-based Hiring Guide from IMPACT Hiring Solutions, our success rate improved. We've been able to shorten our development cycle, inject more new products in the product development pipeline, and improve the reliability of our products - primarily through the hiring of better engineering talent."
Mark Choppin, Director of Engineering
Electronic Components Company
San Jose, CA
"We have over 150 stores across the United States. That's 150 different managers making decisions every day regarding new hires. Our turnover rate exceeded the industry averages. A few of our managers were good at hiring, but the vast majority was average or was actually terrible. We developed a Success-based Hiring Guide for our store personnel and our turnover rate dropped by over 50% within 6 months. Our store financial and operating performance metrics took a giant leap, and we've discovered a new source of potential store managers based on hiring better at the store operations level. The investment paid for itself within months."
Javier Sanchez., Director of Store Operations
Retail Clothing Company
New York, New York
Next Steps for the Hiring Service: Success-based Hiring Guide
Request a Custom Quote to learn if a Success-based Hiring Guide can significantly improve your hiring accuracy. Stop letting your hiring process be driven by random and arbitrary events. Don't hope that your worst interviewers will somehow "get it one day."
The most important skill a top hiring manager can have is the ability to hire and retain top talent. If all your managers are not capable of hiring top talent, you're doomed to create an average and mediocre organization. Give them the tools to be successful hiring managers.
To see if the Success-based Hiring Guide might be an effective project to improve your hiring, look into our FREE Hiring Check-up to determine if your hiring steps and tools are effective in hiring top talent. We'll review the process by which you define success, the questions you use to interview, how you assess the interview results, and the process you use to attract top talent.
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