Last week, I suggested that performance benchmarking is a better approach for preparing a job description than putting together the standard list of competencies, behaviors, skills, experience, and academic requirements. The big reason: performance benchmarking doesn’t automatically eliminate people who are top performers who have less, or a different mix of experience. It also opens the pool to more diverse candidates, top performers from other industries and returning military veterans. (Note: I’ll be hosting a short webcast on January 22 demonstrating how you can conduct a simple proof of this concept.)
via Hiring Stronger People Starts By Redefining Stronger | LinkedIn.
