Additional Services

Prepare a performance profile.
Make a list of five to eight performance objectives a person must DO to be successful in the job.

Start by asking yourself what the candidate needs to DO to be successful.  Not what skills that they may have.

Define performance objectives. 
Performance objectives are what a person must accomplish in the defined areas to be successful.  These could include some of the following key areas (who, what, where, when, why and how on the following):

• Major objectives, projects, deliverables.

• Key sub-steps of major projects.

• Quotas, key accounts, verticals, horizontals.

• Management and/or organizational issues.

• Changes and improvements you'd like to see implemented.

• Problems that might arise (or ones that already exist).

• Strategic issues.

• Technical issues.

• Team and people issues.

• Strategic issues.

Effective performance objectives are:

• Specific – “Hands on configuration of Cisco 7000 series routers.”

• Measurable – “Able to exceed quota of ...” “Reduce costs by 10 percent.”

• Action-oriented – “Build a team of six RF engineers in four months.”

• Results-defined – “Sell three systems…”

• Time-based – “… within 90 days.”

Once you have a list of performance objectives you need to:

• Prioritize the objectives .

• Define objectives for 90-day, 180-day and one-year time frames.

• Indicate the amount of travel, if any, that is required for this position.

• Indicate any flexibility in location for this position.

• Indicate the range of compensation you can offer to attract a qualified candidate.  (This will adjust when you have greater understanding of what the market compensation is for the defined skill sets.)

• Achieve consensus from all hiring authorities.