Use Job Accountabilities During The Selection Process For Better Hires

In her book, The 7 Hidden Reasons Employees Leave, Leigh Branham lists the causes workers quit their jobs as:

  1. Job not as expected
  2. Job doesn’t fit talents and interests
  3. Little or no feedback/coaching
  4. No hope for career growth
  5. Feel devalued and unrecognized
  6. Feel overworked and stressed out
  7. Lack of trust or confidence in leaders

#1 and #2 are a result of not using a job accountability or job definition document in the selection process.  If you don’t have the open job clearly defined before talking to candidates, your are doing them (and you) a disservice.

Share the job accountabilities with candidates early and often (we suggest before the first phone screen).  Thoroughly cover the job accountabilities during the first face-to-face interview.  Share the job accountabilities with reference checks when vetting candidates.  Review the job accountabilities with the candidates one last time before sending the job offer.  Candidates should have little doubt what is expected or whether the job interests them before they accept the position.

Some experts estimate the cost of a poor hire to be two to three times their annual salary.  The cost of developing job accountabilities and using them is nominal.  Empower your selection team to use job accountabilities during the hiring process, and you’ll experience better hires.

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Explore posts in the same categories: Leadership, Selection

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