The basis for a good job description is the Job Scorecard – the theoretical definition of an A Player. The Job Scorecard is not only the blueprint for your hiring process. The Job Scorecard serves as a continuous improvement tool during the ongoing learning process. In this series of episodes, we share our experiences and best practices, which we have gained during implementation projects.
Episode #3: Create the first position … and derive the candidate profiles from it
A ‘role’ describes the requirements and expected behavior associated with a particular position; while a ‘position’ is filled with a person that matches best with the required skills and experiences.
A convincing job description and an accurate candidate profile can help to find and hire the ideal candidate.
Create your first position and start with the role description of the “Young Startup CEO”. Once you have added a candidate to the position you can score all criteria derived from the role. Score all criteria in categories “Key Responsibilities“, “Leadership and Expected Behavior“, and “Knowledge and Technical Skills” based on a rating scale from 0 to 5. You can add actual values in the category “Expected Outcome (KPIs)” if available. The two categories “Strengths” and “Concerns” are optional and not used in the Job Scorecard.
Once the creation of the position and the evaluation and scoring of one or more candidates is completed, you can compare the scorecards and find the best match.