Creating Opportunities

Hiring Insights

Positional Profile (Part 2) - Skills, Organizational Placement, and The Big Why

Like the responsibilities mentioned in part 1, skills are placed on job posts, which means there is some degree of thought, and that's great-ish. Unfortunately, like responsibilities, companies don't think about them deeply enough, which results in vague descriptions, like the ones below ...

Positional Pressure (Part 2) - Prioritizing Pressure Points

In the first article, we focused on defining the two categories of work-related pressures (Positionally Created Stresses / Man Made Fears). We finished the piece by showing you the steps needed to uncover the positional pressures of a particular role, which ultimately gives you a robust list.

Well In article 2, we're going to prioritize that list. This will allow you to concentrate on the areas that are most crucial to this position's success. And to do that, we're going to start with the Positionally Created Stresses.

The Setup

You've put in the effort to create a list of stresses this hire may face, and now it's time to make the list work for you. This can be achieved by creating a simple chart, where the vertical line represents the frequency of an event, and the horizontal line represents the segment of the business most impacted by the outcome of the event.

To give you something to reference, here's what my ranges look like...

Positional Pressure - Finding Someone Who Can Handle the Heat

There's no way around it, every position contains some degree of pressure. Now despite this truth, most company's don't prioritize these circumstances until the employee is facing them. When this happens, the employee is not prepared and the situation becomes sink or swim. This should be unacceptable, as the outcome(s) can cost your company severely (lost clients, bad press, frustrated employee(s), etc).

That is why hiring someone capable of thriving despite the stress, is absolutely critical. To do that, you have to attempt to spot the pressure points before you even begin searching for candidates.

Positional Profile - A Company Lifesaver

There are two cliches that often get tossed around in business (hell, you'll probably read them on Fulfillingly more than once), and they are "Time is money" and "You have to spend money to make money." Unfortunately, and far too often, company's only pay attention to the first maxim and that can cause issues, especially in hiring.

They rationalize that the longer a position is open, the more money the company will lose. As a result, they hire quickly and that's never a good idea. This increases the chances of a bad hire, and that can easily cost the company 10X what the role is worth.

Now what these company's should be doing is combining the two adages. Yes, time is money, but you have to spend some of it, if you want a successful hire. And what they should be spending their time on, are these Positional Profiles.

What is a Positional Profile?

Candidate Personas - What They Are and Why You Need Them

Whether it's employee number 1 or 5000, a new executive or new cashier - each one has the potential to propel your company forward or stop it in its tracks. These two outcomes are why getting the hire right will always be crucial, and the reason why Candidate Personas are incredible valuable. By just taking this extra step, you'll see vastly different and positive hiring results.

Getting Scorched By Hiring Quickly

The sad reality is, when it comes to hiring, most companies only focus on it, when it becomes an emergency (someone quits, is fired, etc.). And even then, there's not much focus. Most businesses tend to react quickly because time equals money, and the more time this position is open, the more potential money they're losing.

As a result, they'll hurriedly create a job post, upload it to as many job boards as possible, conduct improvised interviews, and hire someone based on a gut feeling. What could go wrong? Well... let's find out.

Is Your Company Making This Disastrous (And Common) Hiring Mistake?

Selecting the superior talent from a pool of candidates - that's your main focus when trying fill an open position at your company. To reach this objective, most will concentrate on perfecting the interview process; screening resum├ęs more harshly, developing harder interview questions, performing more thorough reference checks, etc. And yes, this can certainly work when trying to find the best employee among a group. But, what if the group itself is, well, shit?