Employee Selection: Results Vs. Skills

“It’s what you do with what you have that makes you successful, not what you have.”

How can companies improve their selection process and hire high performers?

Using a skill-based job description sets a good foundation for attracting qualified job seekers. However, possessing the skill or experience to do a job doesn’t necessarily mean the candidate will be a high performer. Research tells us that past behavior is the best predictor of future behavior. Performance-based interviews assess the candidate’s past behavior to determine the likelihood of success; structuring questions around the competences of the position to explore behavioral examples of past performance. Learning about a particular performance situation related to the position, steps taken by the candidate, and the outcomes of the steps paints a somewhat clear picture of how the candidate would function in the role.

Question Ex. Give an example of a situation when you had to make a difficult decision on a major project. Lead me thought the decision making process.

Depending on the job analysis and type of position, you have to account for other factors such as personality traits as well. Overall, performance based interviewing seeks to identify the results rather than focus on the skill.

Note: Having the defined skill mentioned in the job description makes you a good candidate. What makes you among the highest qualified is the ability to produce results. Therefore, it’s highly recommended to have a results-based resume verses a skills-based resume. State what you have accomplished verses what you can do.

The article by Lou Alder, Let’s Fix It: End the Talent Shortage by Hiring for Results, Not Skills provides a example of hiring for results and knowledge from a former executive recruiter. Great read!


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