The best engineer on our team was recently promoted to VP-Engineering. Don't get me wrong, he is a great engineer. But something is just not right. Relieved of his engineering duties, he seems to wander around, sticks his nose into a project without any background on its status. Since I was in your workshop last week, now, I understand that a VP (of anything) is an integration role. It is becoming clear that my boss made a mistake. This guy is not an integrator and we miss his contribution on the engineering team.
I don't know the background, I don't know your company and I don't know what your boss had in mind when he made the promotion. Doesn't matter. I hear these stories all the time. Here's the problem.
Few companies take the time and effort to clearly define the role. Most companies promote without clarifying the work. Maybe your engineering team member has the right stuff to be a VP, but until we define the work, we have no clue.
Most hiring managers believe in magic and fairy dust when they make a hiring or promotion decision. Then, they are disappointed when the candidate doesn't live up to the expectations that were never defined.
What is the purpose of the role? Why does it exist?
What are the key areas in the role? Key result areas (KRAs)?
In each key area, what are the tasks and activities?
In each key area, what is the output, goal, objective?
In each key area, what decisions have to be made? What problems have to be solved?
In each key area, what is the time span of the goal?
In each key area, what is the level of work?
This is the critical thinking that has to be done before you make the hire, before you make the promotion. The answers to these questions will lead you in the right direction. Without this data, there is no way to make a sound hiring or promotion decision.
But, no one wants to do the managerial work. They would rather rely on magic and fairy dust, notions and potions.
This entry was posted in Hiring Talent and tagged hiring manager, make decisions, role descriptions, solve problems, work on April 19, 2017 by Tom Foster.
"And, how is that working for them?" I asked.
"So, are you going to use the circle graph test?" I wanted to know.
"Lot's of people want to get better at hiring. There are tons of books about the subject. You can go to seminars, hire consultants. Why do you think so few are successful at selecting the right people?" I asked.
Orientation for our online program Hiring Talent opened Monday. You can still get in on the fun. Register here – Hiring Talent.
This entry was posted in Hiring Talent and tagged hiring manager, hiring talent, role descriptions on April 20, 2016 by Tom Foster.
"What would be the payoff?" I asked.
"The payoff? I can't even think about the payoff. I could write a role description and then I would have a role description, but I would be further behind dealing with all the crap," she explained.
This entry was posted in Hiring Talent and tagged hiring talent, role descriptions, systems on March 26, 2013 by Tom Foster.
We are gathering the next group for our online program Hiring Talent, which kicks off January 25, 2013. As this economy (slowly) recovers, your next hires are critical. This is not a time to be casual about the hiring process. Mistakes are too expensive and margins are too thin.
This is the only program that combines an understanding of Levels of Work with Behavioral Interviewing. The research on Levels of Work is powerful science. The discipline of behavioral interviewing is the methodology for its application. This is the only program that puts these two ideas together in a practical framework for managers faced with Hiring Talent.
Purpose of this program – to train managers and HR specialists in the discipline of conducting more effective interviews in the context of a managed recruiting process.
How long is the program? We have streamlined the program so that it can be completed in six weeks. We have also added a self-paced feature so participants can work through the program even faster.
How do people participate in the program? This is an online program conducted by Tom Foster. Participants will be responsible for online assignments and participate in online facilitated discussion groups with other participants. This online platform is highly interactive. Participants will interact with Tom Foster and other participants as they work through the program.
Who should participate? This program is designed for Stratum III and Stratum IV managers and HR managers who play active roles in the recruiting process for their organizations.
What is the cost? The program investment is $499 per participant.
When is the program scheduled? Pre-registration is now open. The program is scheduled to kick-off February 1, 2013.
How much time is required to participate in this program? Participants should reserve approximately 2 hours per week. This program is designed so participants can complete their assignments on their own schedule anytime during each week's assignment period.
Pre-register now. No payment due at this time.
Pre-registration is now open for this program. No payment is due at this time.
This entry was posted in Hiring Talent and tagged hiring, interview questions, interviewing, role descriptions on January 22, 2013 by Tom Foster.