EBC HR Committee – Job Descriptions

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Date: December 11, 2008

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Phone: (617) 505-1818

Email: [email protected]

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EBC HR Committee – Job Descriptions

December 11, 2008 @ 10:00 am - 11:30 am

Featured Speaker:
Joren Fishback
Derek Associates, Inc.

If we want to hire superior people, we must first define superior performance.  Every job has 5-6 performance objectives or deliverables that need to be accomplished in order for the new employee to be a success.  When we screen candidates on these factors by getting examples of comparable past performance, we increase our hiring success rate.  Consider things like technical hurdles to overcome, team building issues, problems to solve, and interim steps needed to achieve major objectives. The key is start off with action verbs, like build, improve, or develop.
Focus on performance first, then personality and character: Personality fit and character are both critical to a successful hiring decision. The personality you see at the interview is not always the true personality, although it has a powerful effect on your judgment. The candidate?s interviewing personality could be staged, or temporarily effected by nervousness.  We must first determine if the candidate can do the job.  Later in the interview we can measure personality and character when first impressions and jitters less affect both the interviewer and the candidate.
We need to create an Opportunity Gap: Few top performers want to do the same job, in the same industry, for the same pay.  By creating an opportunity gap, candidates can see the chance to grow and improve.  This opportunity gap can sometimes offset the need for an excessive compensation increase, and minimize the threat of counter-offers.  One way to establish this gap is by quickly describing job challenges that are more extensive than the candidate has experienced, not overselling, but keeping our mind on buying. 
Job descriptions are an integral part of this process.  I would like to talk with the group about this issue.  Lack of clarity about the job itself and the opportunities can gave someone the wrong impression about a firm.  This is a candidates’ market; they have the power because of supply and demand.  Therefore, it is up to companies to enthusiastically pursue the candidates; to offer excellent financial packages, clear definitions of the job, and internal opportunities for growth and training. 

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Details

Date:
December 11, 2008
Time:
10:00 am - 11:30 am

Details

Date:
December 11, 2008
Time:
10:00 am - 11:30 am

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