As a Recruiter one of the many responsibilities you have are creating or developing Performance based Interviews and Job descriptions. To create either you need to have performance based objectives. Having Performance based objectives gives you clarity of thought about the position and all aspects related. Anything related to performance based objectives, interviews or job descriptions you create or develop have one thing in common. They are all designed as tools that you can use to screen whether an applicant is the right fit for your organisation.
We’ve heard so much about performance based interviews and job descriptions but are you creating them correctly i.e. free from discrepancies? In view of that here’s the how to guide to developing performance based objectives.
Clearly define the position
When defining the position be sure to define the superior performance of the position by
- Covering all the aspects of the job which are mainly task oriented
- Know the type of internal evaluation system you have in place
- Jot down points that you need them to have accomplished to review their work
- Check mark the points that they have accomplished when conducting a review to let them know that they have done a “great” job and are successful
- Create questions such as –
- How would you define a superior performer?
- Who is your top performer?
- Why is that person a top performer?
Specific and Measurable
Objectives need to be specific, measurable and easy to understand. This will ensure there is clarity in your thoughts about the same. E.g. of measurable objectives can be Increase sales by 5% within a span of 9 months or Increase department retention by about 22% within the first year itself.
- Take into consideration organisational needs and challenges faced.
- If Training and development is required
- Any Technical assistance needed
- Any specific system or process needs
- Should include both existing or potential problem areas that might crop up
These objectives should be defined by results that are based on current circumstances. So the aspects to focus on can include –
- Doing skills or application based ones that are termed as action oriented objectives
- Does the candidate meet the expectations at the time of hire?
- Are the results realistic enough based on current challenges faced, e.g. Business climate and resources available at the time?
Be sure to have time based ones so that you can compare them readily.
- Align the time basis in accordance with your internal evaluation procedures
Prioritised and sequential
Ensure that your objectives are in the order of priority, are in sequence to ease the process and to avoid missing out on aspects related.
- Identify the immediate or existing challenges faced
- Note down what results are critical for the outcome of success
- Sequence the points that are related to the time basis of the objectives created
If you’ve covered all of these aspects then I’m sure you have a perfect screening tool to ensure success. If not then you might as well implement them to achieve maximum results and improve the evaluation process to boost the quality of work submitted altogether. Try it, there’s no harm in trial and error, besides that’s how we can ensure that our plan is free from discrepancies.