Establish the Profile of the Ideal Candidate

This is a simple process that allows the people who know most about the job you are hiring to full to identify the kind of person you want to hire. There is a tendency to hire for hard skills and fire for lack of soft skills and this approach focuses on finding the right soft skills up front.

There are three key steps in this process, and Edge Initiatives offers a software tool  that will take the pain out of this process.

Developing Key Accountabilities

One of the hardest things to do when hiring is to identify exactly what the position requires to be successful. When you evaluate the person you have hired in three or six months time, what will be the criteria you use to decide whether they have been successful or not? If you can identify that up front then you have a much better chance of matching the person you hire to the job you want them to do.

Flying Elephant Syndrome

Not identifying the job properly resulting in “Flying Elephant Syndrome”

Obviously small businesses are not good at documentation and procedures, and this hurts probably more in the hiring arena than it does anywhere else. The two instruments that can help specify the components of the job that you are looking to fill are the job description and the key accountabilities questionnaire.

Peanut Monkey Syndrome

Are you a victim of the peanut monkey syndrome?

If you aren’t prepared to pay the right amount for the employees that you need you will settle for mediocrity and one of two bad things will happen. Either the good employee that you are underpaying will leave for a better opportunity or the marginal employee will stay because they are comfortable and you don’t have the courage to fire them.

Focusing on experience rather than hiring talent

The problem is that we tend to hire people for what they know and fire them for who they are. For people hiring, it is much easier to focus on the experience of the candidate rather than to get behind the experience and start to identify the characteristics of the person being hired.

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge



  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board