Recruitment is essential for the entire company and it should be given that attention. If you make mistakes during the selection procedure, it not only costs a lot of money, but also a lot of time and energy. For example, if the chosen candidate does not match the position and quits within a few months.
This is how you get top talent in house
We often get the question “How do you recognize that one top performer who fits the position and the company perfectly?”. For 25 years, we have been connecting A-players with inspired brands. We work hard for that PastPrecies match. How we do that? One of our secrets is that we use the Who method in our recruitment and selection procedures.
About the Who method
The Who method was designed by Dr. Geoff Smart and Randy Street, who have administered more than 17,000 assessments. Their goal is to dramatically reduce the percentage of wrong choices in the interview process. They claim a 90% success rate. The method provides tools to find the A-player from all those applications who is a perfect fit for your company and the position. That’s what we sign up for!
The blueprint of your ideal candidate
The process starts with creating a blueprint of your ideal candidate. This blueprint describes in detail what you expect from this candidate. Based on this, you can make a reasonably objective judgment about whether someone fits the position. To create the blueprint, you answer these questions:
- What is the company’s mission statement for this position?
- What goals do you want this person to achieve in the position? Make sure these are SMART (specific, measurable, acceptable, realistic and time-bound) so you can reflect on these goals after a year.
- What skills and behaviors do you want this person to have?
We always discuss this blueprint with our clients before starting the recruitment process. This allows us to look for the right match in a more focused way and increases the chances of success.
Getting to the core during job interviews
Then the actual interviews: the chance to get to know the candidate better. The Who method recommends walking chronologically through the candidate’s career during these interviews. At each career step, you ask about what the person has done here, what went well and what went less well. That way you get a fairly balanced idea of what drives a candidate and where their strengths and pitfalls lie.
One of the questions of the Who method is, “Suppose I were to call your manager at the time, what would the person say about you? Not that you necessarily have to call that manager, but you get an honest answer to this question.
How do you recognize an A-player?
What is characteristic of A-players is that they are always in control of their careers. They want to keep developing constantly and are looking for a challenge. If you ask why they left a previous employer, the answer will generally have to do with the need for a new challenge.
Is it also a PastPrecies match?
Based on the answers, you can review the blueprint you created ahead of time and see if it is a good match for the position and the company. By using the Who method, you go into the interview process much more focused based on predetermined goals and are able to ask better questions. This will significantly increase your chances of a PastPrecies match.
Would you like to receive more tips on how to effectively apply the Who method during job applications? And/or would you like to work with an agency that has been using this method for years? Then let’s have a cup of coffee or tea. Mail to info@ werfselect.nl or call 033-4224022.
