Major Hiring Issues

Employee Evaluation Bell Curve

It is important to identify the weaker performers in your organization but managers tend to grade people too highly and this can make the process difficult to implement. One good way around the problem is to force a bell curve on your managers.

A standard bell curve distributes a small percentage (10 – 15%) at the top and bottom and the remainder in the middle. To force the bell curve, tell your managers that they must evaluate their people in one of three categories, Top Middle and Bottom….and that they must distribute them 15% in the top, 70% in the middle and 15% at the bottom.

For a staff of 20 employees in one class this would translate neatly into 3, 14 and 3. If you end up with fractions, change the percentages and round the numbers you present. Even if the percentages work out (they usually don’t) you should always give your manager(s) actual numbers rather than percentages as this reduces pushback.

You can do this exercise with as few as 10 employees where you might ask for 2 top, 6 middle and 2 bottom and then rank the 2 bottom against each other.           

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