You know that building the right team is critical to your success. But are you effectively evaluating and selecting team members? You want people who are a good fit not only for their jobs but for a winning team culture. Four categories of requirements apply to every job: 1) traits, 2) knowledge & skills, 3) background, and 4) values. Understanding these is where to start when evaluating and selecting team members.
Have you ever been fooled by a person who was better at being interviewed than at doing the job? The key to making a good hiring decision is converging evidence. The more evidence you have from different sources that the person is right for the job, the more confident you can be that the person is right for the job.
The Evaluation Methods: Converging Evidence tool helps you identify which sources of evidence to consider.
WHAT TO DO:
1. Before starting any job search, review the Evaluation Methods: Converging Evidence and identify the requirements for success in each of the four categories. Keep in mind both the team culture you want as well as the specific job requirements.
2. Make sure your recruitment process and communications are targeted to the requirements you’re looking for.
3. Determine how to best test for the requirements. Review the Evaluation Methods: Converging Evidence tool, read the links below, and select the combination of methods that will most likely result in a successful hire. Don’t make the mistake of over-relying on interviews when other methods (such as role plays, job simulations or assessment profiles) might also be effective.
4. Evaluate potential team members, ensuring the selection process is well documented, and identify the strongest candidate. Once a candidate is hired, enter the documentation from the selection process into their employee file.
5. It’s what you do after you hire that makes you expert at hiring. After 3 months and 12 months evaluate the candidate’s performance, conduct, and fit with a winning team culture against what was predicted from the selection process. Doing this helps to evaluate the selection process. If there are any major gaps, then revise the selection process as required.