When assigning position overlays for hiring assessments it is important to make sure that, at the very least, a simple analysis of the position is performed. This analysis should consist of the following questions.
- What does the person in this position do most of their work day? (Work actually done, unfortunately can sometimes be very different than what the title or job description indicates).
- Do they have direct reports, and how many?
- Do they have to work independently?
- What is their second most important responsibility?
- What else do they do - what else is important to the position?
- What is their level of responsibility?
- What is their salary? (salary is indicative of responsibility)
- Is there anything else I need to know about the demands of the position?
Answering these questions ensures that we are neither being too demanding in our behavioral requirements and thus passing over good candidates, nor too lenient and thus hiring people who are not qualified.
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