Clarify Expectations Before Defining the Person to Hire
To hire highly engaged people, only hire people who are already highly motivated to do what you want done... if a person isn’t internally motivated to do the work you want done, the person will wind up being in the 68% of your disengaged workforce.
Here’s how you do this:
First, recognize that motivation to do the actual work required is not the same as being motivated to get the job or being motivated some of the time to do some of the work.If you don’t clarify job expectations before you hire the person, it’s problematic if the person will be motivated to perform the actual work you want done. If you know someone who’s ever taken a job and discovered it wasn’t what he or she thought it was going to be, you have personal experience with this common hiring problem.Rather than use skills- and experience-laden job descriptions to define the work and advertise your jobs, prepare performance-based job descriptions that clarify the job expectations upfront. (Note: not doing this is the root cause of hiring the wrong people.)
In your recruitment advertising highlight the work that needs to be done and the impact it will have. This will attract people – even passive candidates – who are motivated to do the work you want done.
Ask the Most Significant Accomplishment question 3-4 times and find out where the person proactively took the initiative to get things done. Have all of the other interviewers do the same thing. During the debriefing session look for a pattern of where the person went the extra mile, wouldn’t quit, took the initiative and did more than required. This is the work that the person's will do without needing to be energized or reengaged.
Then compare this to the actual work that needs to be done.Use our talent scorecard to evaluate and compare candidates. This form embodies our hiring formula for success, essentially: ability times motivation squared equals results. Point: if the person isn’t internally motivated to do the work you want done, the person will wind up being in the 68% of your disengaged workforce.
Influencer CEO, best-selling author, created Performance-based Hiring.