Do Your Hiring Rocks Feel Like Boulders?

For those companies running on EOS, Rocks are the top three to seven most important things you must get done in the next 90 days.

Everyone in your organization is responsible for setting and being accountable to their Rocks, and the progress on those Rocks is discussed at the weekly L10 meeting. EOS implementer hiring is an even more critical position.

Sometimes those Rocks feel as heavy as boulders. Rocks should be challenging, but SMART. SMART stands for specific, measurable, attainable, realistic and timely. If you think your Rocks are SMART but still feel out of reach, it can help to break the Rocks down into smaller parts.

Transforming your Rocks into manageable milestones makes the task seem a little bit easier. For example, if you are shouldering the responsibility of hiring your company’s next Superstar, you could break the Rock down into the following 6 steps:

Step 1: Create a Position Profile

A Position Profile encompasses a detailed description of the company, position, and the desired qualifications a Superstar candidate should have. It’s used as a recruiting tool that attracts the right candidates to the position, and repels the wrong ones. If you create a strong Position Profile, it will speak to your candidate. They will think, “This is the kind of company I want to work for” or “I share this company’s Core Values.”

Step 2: Evaluate the Candidates

After your Position Profile attracts your qualified candidates, use a tracking system such as the Superstar Scoresheet to evaluate them. The Scoresheet is an excellent tool for capturing your thoughts, impressions, and helps to identify the right candidate for the position.

Step 3: Use an Assessment

A behavioral assessment is a powerful tool used to determine if a candidate is the right person for the open seat in your company. Its results help you vet your candidate and determine if they have the skill sets needed to get the job done. VisionSpark recommends using the Achiever Assessment.

Step 4: Prepare for Interview Day

Interview Day is the day you and your team get to meet and speak with your candidates face-to-face.  It’s your chance to ask questions about their experience and personality, and their answers will help you gauge whether they are a good fit for your company.

Step 5: Conduct Reference Checks

Once you’ve narrowed down your qualified candidates, you should check their references. Talking with someone who has worked with or for your candidate can fill in the gaps as to whether they are the right candidate or not.

Step 6: Make Your Offer

After you have all of the information and discuss your findings with your team, the right candidate for your EOS implementer hiring project and all other hiring will become clear to you. Then you can make your offer.

By creating small milestones out of your Rocks, they will no longer seem like boulders, but as reachable accomplishments that move your business forward.

Do you need help setting Rocks for your company? Contact VisionSpark today!