Performance Reviews, Performance Improvement, and Performance Hiring

We often hear about Performance Reviews and Performance Improvement techniques.  Sometimes the Performance Review is called an Annual review or something similar.  Performance Improvement plans are often associated with  poor results or as the last step in helping an underperforming employee out the door.  Both of these “performance” techniques are somewhat reactionary and only address past performance.

Strategic Employers adopt a different view when it comes to measuring and evaluating performance.  They focus on evaluating an employee’s performance before they are hired!  By creating a profile of the desired performance in advance of the actual hire, these employers are able to predict success and performance much more accurately.  There are several methods to creating these profiles, but the time invested in the process has a significant ROI.  For instance, more objectivity is injected into the interview process.  Everyone involved works from the same set of criteria.  This can greatly compress the time-to-hire and more quickly eliminate unqualified candidates.  Another gain is increased retention of the employee.  They are more effectively matched to a role that will allow them to excel, thus increasing their productivity and longevity.

The process is surprisingly simple, yet often missed by most organizations.  Usually an outside party, detached from internal corporate politics, agendas, and preferences, can quickly guide a hiring manager through the profile process.  From there a standard set of interview questions can be created and assigned to various members of the interview team.

Clearing understanding and documenting the successful results of any job in advance of the hire is much more than a job description.  Strategic Employers bypass the traditional descriptions that outline what a person must have and focus more on what they must do to be successful.  This process is a better predictor of hiring success and increased retention.