When asked, “What should be included in a job description to ensure highly qualified candidates?”, Mike Sipple Sr. shares the following with his clients and relationships.
You should create the job requisition, which typically includes a list of criteria. You should then sit down with the decision maker and the people who will be influential to this role – ideally in a group meeting. Ask for feedback; ask for what’s missing; ask for what’s really needed to be successful in this role. This process tends to get more into the culture, character and chemistry fit. The experience and skills are a given today. You have to be able to do the job, but you must also be a fit with the ‘intangibles.’
As you gather this information from the influencers and decision-makers, you must be able to get consistent feedback and a consensus on what the ideal candidate needs to possess. If you don’t have a group discussion and clear consensus of what you are and are not seeking, it will only cause disagreement regarding potential candidates later. It’s critical to get consistent feedback from the whole team – it can’t be just one person’s input. Typically more than one individual will be involved in the final decision as you hire a new executive and leader.
You should also consider what the role will be six months to two years from now. Consider what will be needed and recruit accordingly today for what’s required in the future. Part of the candidate assessment should determine if the person has the ability and/or interest to grow into that bigger role as they progress in that career position.
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