A Business Owner’s Formula to Clarifying Exactly Who You Truly Want in A Role.
Business Owners are often too busy to spend time clarifying exactly who should be in a certain role. Vetting resumes becomes a challenging gamble because 37% of résumés have been embellished and 25% of employees make up their work history (1).
An attractive resume is often enough to move a candidate through to an interview which has a 76% likelihood of failure(2). The Interview is often like a game of charades with candidates articulating well-crafted statements to inspire, however they provide very little true insight.
Finding and selecting the best employees is a psychological game, however it is one of the most important decisions for a business owner in their entrepreneurial career. If they make the wrong decision the business struggles, and the owner becomes stressed and frustrated.
Dr Stephen Covey the author of the 7 Habits of Highly Effective People said, “Start with the end in mind.” In recruitment this means clarify exactly who you truly want in a role before launching the campaign.
The Position Profiling programme has been tried and tested over 15 Years and the core philosophy is that the right person for a role is someone who has previously achieved similar desired goals and behaviours.
The Position Profile can be given to your HR team or a recruitment company with the knowledge you know exactly what you want. Additionally, the Position Profile provides you the specific interview questions, and the answers to expect, that are 100% aligned to the profile and person you are looking for.
Finally, the Position Profile is a results-based document that has been rigorously tried and test over the years.
If it is important for you to know exactly who you should be looking for in your next hire, then download load Position Profile example now.
(1) Hughes, T. and Jowitt, M. (1996) ‘Managing people – recruitment, selection and induction’, McGraw Hill Australia p 88.
(2) Hughes, T. and Jowitt, M. (1996) ‘Managing people – recruitment, selection and induction’, McGraw Hill Australia p 88.