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30 JanuaryBy Rob Forsyth

You don’t need us to tell you how important it is to design a hiring process that will attract the highest calibre of applicants for each role within your team, right? Great!

The thing is, however, far too many traditional hiring processes aren’t shaped to deliver the consistent results that your business really needs in today’s fast-paced business landscape.

The good news is that here at NinetyThousandHours we are here to help and in this blog I will outline three really important questions and tasks that you need to answer (and do) BEFORE you start the hiring process. 

1. List out the top 5 responsibilities that this role must deliver in the first 12 months.

This is not about listing out tasks or requirements, it is about listing responsibilities. There is a subtle, but important difference between a task and a responsibility.

A task is something that people do. A responsibility is something that an individual takes ownership of and is responsible for. 

So, think about this, what are the top five responsibilities that the role requires that align with the role's three KEY BUSINESS OBJECTIVES.  Read more about that here.

Once you have listed the top 5 responsibilities, you then need to allocate approximately how much time should be spent on each one.

For example if you are hiring for a Sales Director position and one of the responsibilities is to increase conversions in win-rates from sales proposals to sales completed, then how long will that take to achieve?


3. What are the main relationships that this role will engage with in the first 12 months?

Relationships in the workplace are so important. This role may require a relationship with the owner, the CEO, the board or other departments and strength of internal relationships with other departments might be one of the critical success factors in the role. 

I suggest that you take some time to think about what relationships this role has had in the past or if it is a new role, what relationships will it have to be successful?

Also think about external relationships. Perhaps with suppliers or customers. How have they been managed in the past? Where did success or failure happen? What should be done to improve on those relationships. Even better, speak to them directly and ask how they would like to be engaged and what frequency and method of communications do they prefer?  You might find some home truths that will be invaluable when then hiring for the role, thinking about personality types that will align well with what your customers and clients like!


2. How will performance be measured?

We are all too familiar with terms such as scorecards, KPI's (Key Performance Indicators), metrics and the like.  This isn't just about that.

This is about understand the management systems that you have built to achieve success in this role.  This is not just numbers and spreadsheets. Think back to the top 3 objectives that this role must deliver on. Then think about the top 5 responsibilities that this role must deliver on. Keep coming back to these key goals, you need to think about success here and what success looks like and then how you can measure that in a consistent way.

I've said this before, hiring is an investment. Like buying a house. You need to get it right, paint and decorate it how you want, fill it with nice furniture, get the garden growing how you want etc. It's the same with hiring and allowing the new hire to be successful. It takes time and it takes nurturing.

Each new hire will start with your team in high spirits, they will have intrinsic motivation. This is awesome! You need to channel this in the right direction. Everyone wants to know where they stand when they start a new role and if they are doing things right or wrong.

So with this in mind, you really need to map out how success will be measured. How often it will be measured and then how this will be fed back to your new hire in a consistent and constructive way. As the boss and hiring manager it is your responsibility to provide the framework for success and be consistent. Nobody likes to be swung this way one week and swung that way next week. 

This is so important to map out first, before you start hiring.

Watch the full video here


If you would like to find out how we can improve your recruitment process or help you to hire top performers, why not book in a quick call with me here


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