The Metiss Group's Blog

“I’ll know it when I see it” may work when you are looking at a restaurant menu, but rarely when you are looking to add exceptional talent to your team.

If you know your organizational needs, you can create what we refer to as an Accountability Matrix for the position.  This includes the 3-5 primary accountabilities, their relative priority, the percent of time expected to be associated with each accountability and the success factors which will determine up front, whether or not someone has been successful or not in the described position.

This planning allows you to focus your interviews on the key components of the job.  In the absences of this planning, you may be attracted to the person most likeable or the best “salesperson” interviewing for the position – which may be fine if you seek a salesperson but it may lead you down the very wrong path if those traits are detrimental to the position.

Empower your new hire for success by creating clarity around the position and a plan to select the individual most successful in that role.

This entry was posted on February 24, 2010 at 7:22 pm and is filed under Selection. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.