Performance Based Interviews?

 Hiring for Passion & Attitude!

➡️ In today’s scenario, we hear a lot about hiring for Attitude rather than Aptitude.

➡️ I have witnessed this personally in my job coaching journey in last 4 years.

➡️ Given the uncertainty of job roles in a fastly evolving market, corporates seem less concerned about past achievements & even education.

➡️ Focus is more on potential & skills for the future – adaptability, agility, critical thinking problem solving, learnability.

➡️Past performance is not an accurate predictor of the future.

➡️ Initiative, collaboration, team working isvtge way fireard.

➡️ Willingness to Unlearn (not easily done) & Learn, Re-skill & Up Skill.

⏏️ Another school of thought – Performance Based Interviews!

♂️ Assess what people Do with what they Have, not what they Have to determine fit, ability, motivation.

♂️ Conduct work history review & growth trajectory.

♂️ Look for most significant accomplishment – beyond KPOs.

♂️ Great credentials. Not just those what looks ‘good on paper’. High Performing experience, rather than just years of experience.

 Reframe Job Descriptions!

. Stop treating Job Descriptions as laundry lists.

 Shift focus to what the person needs to accomplish in the role.

 Traditional JDs that. are stuffed with exhaustive list of skills & years of experience miss the mark.

 KPO-based Job Descriptions are a game changer.

 They delienate what success looks like in a particular role.

 Allows potential candidates to assess whether their accomplishments align with what’s expected.

. Helps companies set clear expectations of new hires.

 Example: ‘Develop Python-based algorithm to improve product improvement by 20% within first year’.

. Paves way for more accurate & effective interview questioning.

. Start with the end game in mind; Define success.

Make Hiring a Win:Win for the Candidate and the Hiring Manager.

✅ Do share your views and perspectives in the Comments.

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