A common complaint from hiring managers and HR directors is that they can’t find enough good candidates when they are considering hiring for a key position. A poor hiring decision may not show up until six months after a hire is made. A bad hire is expensive and wastes the time and money that could be spend to accomplish your goals.

The problem may not be that good candidates don’t exist but rather a flaw in the recruitment process. You may not know exactly what you are looking for or how to communicate it effectively. If you start with a poorly defined need you are likely to in the up with poor fit candidates even if you communicate that need well.

Sure you might think that the “I’ll know it when I see it” hiring approach will still work for you as it has in the past but why not minimize your risk in hiring by trying another approach?

Following the steps below will help you understand your needs better, communicate those needs better, and provide you with a measuring stick that you can use when you start interviewing.




What do you think are the deliverables for the position? But you have to look beyond yourself and include the other people impacted by the position. Ask them for their input and compile a list of deliverables. Then whittle that list down to a concise list of performance objectives. What you will have is the basis of a good job profile and a measuring stick to compare candidates.


  1. WRITE JOB REQUIREMENTS BASED ON PERFORMANCE- Write about the job in terms of the work to be done and what is to be delivered. If you can make this descriptive, attractive and accurate you will attract the candidates that want to do the kind of work you need to have done.

Eventually you get to the requirements portion of a job description. If you’ve done a good job in describing the work and the deliverables then the requirements portion is easy. To base the requirements on performance objectives and NOT CREDENTIALS you might try what is below. Credentials can still be considered but only to the point they help candidates reach the job performance objectives.



– The candidate has a track record of accomplishment that is similar in range, scope, scale and size to what’s required to be successful in this position

-The candidate has shown examples of consistent performance and being in the top of his / her peer group throughout their career

-The candidate has shown that he / she is being selected by others for important projects or teams that are similar in scope and makeup to the jobs requirements

-The candidate has the capacity, track record and interest in solving comparable job related problems in making decisions that is likely to face in the position.

-Lives near a large city and able to travel 50% or less

-US Citizenship or Green Card



– BS, MS or appropriate certifications

– exposure to project management or visualization tools such as …..



  1. USING THE JOB HIRING PROFILE- Now you need to post the job profile to appropriate locations and share with other team members to post and communicate. As candidates inquire have interviewers complete a candidate profile scorecard to pass along the results gathered to the hiring manager. Not all resumes are well written so when you have a chance to interview with the candidate you have to ask questions directly related to the job performance requirements. You can include your notes of their responses in the scorecard.


The process of creating a good performance based job profile is time-consuming but is enlightening and very helpful to making good hires. If you don’t have time to do the work your self you should delegate it to someone who can interview and gather the right info from the other constituents.  Contact me if you need some help in doing the first one.

Author: Rick Zabor

Engineer / Scientist / Researcher turned Recruiter in 1987. Interested in the best way to do things and mixing with people who have passions for life. Writes on topics important to building winning teams and personal growth and accomplishment. Connect with me on Linkedin. Lives in Atlanta, GA.