Performance-Based Recruiting & Selection
From a LinkedIn comment I recently made…
“… recruiting is more about capacity to learn the specifics of the open job than current capability. If you hired someone with all of the enterprise Competencies, would they be able to step right in and perform and meet all requirements, or will there be specific processes, policies and other knowledge/skills to learn/master?”
Capacity vs Capability
Capability represents the current Ability to Perform.
And as hard as that may sometimes be to define and actualize, it is doable. For the current Performance Competence Requirements that is.
Capacity represents the future Ability to Perform.
That is much more difficult – as it involves forecasting the future. Which may or may not involve “rolling with the punches of changes” as they occur … or ideally … the ability to see them before they are required and being ready to “duck the punch” and adapt as needed. Ahead of the curve … so to speak.
Defining the Uncertain Future
Who would YOU ask?
I would ask both current Master Performers and other (related) SMEs. And I would ask them in a facilitated group process session. So they could “dialogue” between themselves.
And the more uncertain that future – the longer they might need to create a feasible forecast.
Who to Invite?
Folks from all the blue boxes below, in the next graphic.
Master Performers from the left – from the internal Processes … and internal SMEs from the right.
And other external SMEs from the Processes’ downstream Stakeholders (including the Customers’ Master Performers).
And other external SMEs from the Processes’ upstream Stakeholders (including the Suppliers’ Master Performers).
The key thing to Recruit for – and then to Select for – is the ability to Learn and Change quickly. The ability to Roll with the Punches. The ability to see changes coming – and rather than resist – to prepare for those changes – as certain and/or as uncertain that they may be.
Your situation might be different.
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