How should one write a performance-based JD to attract and hire top performing engineers?

Even before interviewing can begin, its important to write a Job Description (JD) that clearly defines the performance objectives and job expectations for the candidate to be successful on the job. As Lou Adler, performance based hiring Guru with more than a million followers on linkedin, says in Many companies still use Pre-Industrial Revolution Hiring Processes that the hiring process starts by

"asking the hiring manager if she would hire someone who met the following criteria:

• The person has a track record of accomplishments comparable in scope, scale and size to what’s required to be successful in the new role.
• There is clear evidence the person’s performance has consistently been in the top half of his/her peer group throughout the bulk of the person’s career.
• The person has been assigned to participate and lead important teams similar in scope and makeup to the actual job requirements.
• The person has the capacity and track record for solving comparable job-related problems and making complex business decisions likely to be faced on the job.

Just about 100% of hiring managers agree they’d not only meet a person who met this criteria but would also want to hire the person. With this agreement I then make the point that if a person is evaluated based on past performance doing comparable work and he/she has been successful based on the above criteria, the person obviously has the right mix of skills and experiences required. "

The above leads to coming up with a JD that moves away from the tradition of listing just generic skills and competencies as mentioned in First, Break All The Rules to the one that defines the job as a series of performance objectives and expectations. Ask this question:

What expectations should candidate meet on the job so that she has a great performance appraisal a few months down the road?

To attract the best people, clarifying expectations upfront was the key to assessing and motivating people. Lou Adler goes ahead and advises about not only doing this but also describes 6 critical steps for implementing an expert hiring system to raise the talent bar.

What do you think? Please share your valuable thoughts in the comments section below.

Disclaimer: All the postings and views on this site are my own and has no bearing whatsoever on my employer's position.

Disclaimer: All the postings and views on this site are my own and has no bearing whatsoever on my employer's position.

Keywords: #hiring, #attitude, #PassionateEngineers, #HiringManager, #OrgGrowth, #Charter, #JD, #JobDescription, #PerformanceHiring