by Richard Yadon, MMS Group President
gazeboI was amazed as my neighbor built a backyard gazebo from the ground up.  He did the foundation, stone, and carpentry work.  The finished product is beautiful. We enjoy sitting under it as the temp cools after a hot Nashville day. The gazebo has me thinking… I would never attempt to build a gazebo. This is no surprise to those that know me well. My wife jokes that I couldn’t nail two boards together at a right angle, and she is right. I have never had any training nor experience building anything so this is one D.I.Y. project that is not for me. On the other hand my neighbor has gotten the right guidance, has learned the right methods and is able to successfully complete the project that we all enjoy.

I believe the same is true for companies that are working to define the right person to hire. Some employers with a little guidance will do a great D.I.Y. job while others will hire a pro to take on the job. In the end all that matters is the final product. So for all the D.I.Y. folks out there here are three steps to building and using job analysis in your hiring process.

1 – Step One: Throw out the job description.  Job descriptions only tell you what a person needs to have. (What they DID) Job analysis works to determine what a person needs to DO.  Big difference.  Who really cares if a person has all the required work experience, education pedigrees, etc, if they can’t get the results you need?

2 – Step two: Interview all the successful people currently in the same job.  Find out what they have done and what they DO to be successful. Also spend time with any under-performers that you have on the team. When you take the time to understand what types of actions and behaviors are driving successful outcomes you will have the clarity needed to determine who you should be hiring.

3– Step Three: Write a new job profile.   Not a description, but a profile.  Keep the focus on daily, monthly, yearly activity that your new hire will need to DO.   You can then structure the interview to validate against your position profile.  Try this. Before going into an interview don’t look at the resume, focus instead on asking questions that find out if the candidate can DO, or has DONE, what you need your new hire to accomplish.  Focusing on the DO rather than the DID will help you quickly identify the candidate that will get a fast start.

That’s it, DO vs DID for the D.I.Y. crowd.

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