Image

Performance Profile

Reasons

  • Common practice for a business is to hire the best interviewer rather than the best performer, discovering soon that the results expected are not being achieved.
  • The ICAP Performance Profile (IPP) establishes a specific guideline that ICAP uses to find the right candidate for the position.
  • The IPP develops a benchmark by which to measure the results achieved by the candidate against the results required by the client.
  • In a recent survey of service industry managers, a majority cited the difficulty of hiring sales related personnel

Process

    • ICAP interviews client and begins developing the Performance Profile for the position needing to be filled.
    • The profile begins with an overview of the position, for example:
      • What are the responsibilities of the position?
      • What are the necessary skills and training to be possessed by the candidate?
      • Cultural alignment - ICAP spends a great deal of time understanding the client's business culture and takes steps to effectively match the appropriate candidate within your business culture. We provide a third-party, independent view of the fit.
    • Develop Performance Objectives by defining the results the client expects the candidate to accomplish:
      • What outcomes are desired? (ex. increased growth)
      • How will the results be measured? (ex. profit margin, market share)
      • What actions will be taken to reach these outcomes?
      • When would the client expect to see these results achieved? (ex. 1 year)

Benefits

    • ICAP will use this profile as both a vision set forth by the client, guiding the search process, as well as a way to gauge the results of the placed candidate.
    • The profile will also be used to interview the candidate, quickly screening those qualified for the position.
    • Limit the workload of hiring managers and HR departments, relying on the specialty and “pipeline” of ICAP.
    • Provide an objective view of screening and placement

Sample Performance Profile

Performance Objective #1

    • What is the single most important thing that this candidate can achieve to be perceived as being successful in your company?
      1. Outcomes (“Increase Growth”)(very specific)
      2. Measure- What is that criteria?
      3. Actions – Verbs---Steps to Take
      4. Results and When---“By this time within 1st year...”
    • This is an example of what we will compile for 3-5 objectives that the client deems essential.
Go through organizational chart with the client in detail. Who do you report to? What is he/she like? Who is his boss? What is he like? (This helps me to get a flavor of the company so that I can properly represent the position to the candidates).

Use this tool to interview the candidate.

Client receives a copy of the document to measure the candidate’s performance over the 1 year period. Candidate also receives a copy so that he/she knows what they will be evaluated on throughout the 1st 12 months. Everybody wants to reduce the risk of a bad hire. We will actually create a document that governs the search and the interview process to help take the stress out of the interview. It is also used to manage the first year of the person you hire.