hiring managers and supervisors use a process or tool to help them
select the right person for a role they want to fill in their department
or organization. It may be as simple as selecting the next person
ready to take on the job or even the next one who comes up and says,
"let me try it".
have shown however, that the best approach is to determine certain
factors about the role you need filled and then apply these factors
in your search to find the right person who is available at the
time. If you have planned ahead, the person may be in your organization
and is ready to take on the role. If this is not the situation,
then to "get going". Consider doing the following:
Skills, Experience - The basics for filling any role. What
does the person need to know? What skills do they need to have?
What experience would be helpful or critical to help the person
be successful in the role? If you expect someone who has limited
language skills for example to do well in a role requiring clear
communications, you may be courting failure!
& Ethics - Relatively recent factors in assessments
are the confirmation that the person, regardless of their other
abilities, will have the right attitude and ethics (soft factors.)
These will be necessary to succeed long term in the "job".
The finance guy who left his last position because he stole
a dessert at the company cafeteria, may not be the right person
to add to your team; unless you have someone who will be double
checking everything he does.
& Talents - This is probably the most effective short
and long term indicator of "role fit". Studies have
confirmed that organizations who focus first on clarifying which
strengths a person will need in a role will have a "many
fold" increase in their success to get the "Right
Person". These talents are those things "people are
born with that can be nurtured and polished" to then add
to both personal and organizational success when applied. An
example is the necessity of having a person strong on strategic
thought to be in a role of leadership in the company. If the
leader can not see the vision clearly and know how to communicate
how to get there, success is doubtful.
can you do to get the "Right People"?
Start with the Gallup Organization's work written in their 2001
Discover your Strengths" and other similar works. If you
have not read this book yet and taken the survey to determine your
own top 5 strengths, do that first. (www.strengthsfinder.com)
See also their sequel Strengths Finder 2.
this with the requirements for the role to be filled and you are
on the path. Get help if this effort distracts you from your customers.