A Practical Guide to Assessing and Attracting Top Talent

Research suggests that executive-level job holders can impact business performance by up to 40%, with a potential positive impact of up to 20% and, conversely, a negative impact of -20%.

This applies not only to executive-level hires but also to senior specialist roles, where the ripple effect can be significant. Notably, 40% of new hires fail.

Properly mapping out your hiring challenge (the job spec) from the outset will help mitigate your risk.

1. Define the Role

• What needs to be done? Identify key responsibilities.
• Why does it need to be done? Align with strategic business goals.
• What tangible business impact should this role deliver? Research suggests that executive-level job holders can impact business performance by up to 40%, with a potential positive impact of up to 20% and, conversely, a negative impact of -20%.

This applies not only to executive-level hires but also to senior specialist roles, where the ripple effect can be significant. Notably, 40% of new hires fail.

Properly mapping out your hiring challenge (the job spec) from the outset will help mitigate your risk.

2. Assess Team & Market Conditions

• Current Team Structure: Identify gaps, diversity, and strengths.
• Market & Economic Trends: Consider how industry changes may impact hiring needs.
• Long-term Vision: Plan for how the role evolves over 3+ years. For senior hires, anticipating industry shifts and business evolution is crucial to long-term success.

3. Key Performance Indicators (KPIs)

• Use SMART criteria: Specific, Measurable, Attainable, Relevant, Time-bound.
• Define primary and secondary success metrics.
• Align KPIs with company-wide performance goals.
• You may not want to include confidential info in a job spec, so consider creating a supporting document to share as and when you think appropriate - often having had candidate sign a non-disclosure agreement.

4. Job Specification Structure

Opportunity Overview

• Ensure the role is attractive to top talent.
• Avoid overselling; be clear about expectations.
• Attracting top-tier candidates requires positioning your opportunity as compelling and career-defining NB senior candidates seek new challenges.
• Consider supplementing your job spec with a tailored opportunity briefing to engage high-caliber candidates more effectively

Job Description Checklist

• Company background & mission.
• Context of the role’s availability.
• Position in organizational structure.
• Scope, key responsibilities, and challenges.
• Independence vs. team collaboration.
• Future growth opportunities.

Person Specification

• Define essential vs. desirable criteria.
• Consider experience, knowledge, qualifications, and skills.
• List core competencies (e.g., leadership, decision-making, adaptability).
• Use a 1-5 rating system for benchmarking candidates.

5. Hiring & Selection Process

• Define recruitment stages, participants, and timelines.
• Establish clear assessment criteria and selection tools.
• Plan for onboarding and integration into company culture.

6. Job Specification Template

7. Benchmarking and assessing candidates

When evaluating candidates, it’s easy to get lost in an exhaustive list of desirable qualities. Instead, focus on the five most critical dimensions that truly define success in the role.

A key factor should be the candidate’s track record—what measurable impact have they delivered over the last 3-5 years?

The remaining dimensions will likely revolve around skills and abilities, including:

• Leadership capability and strategic influence.
• Depth and breadth of experience in relevant functions.
• Market expertise or industry-specific knowledge.
• Problem-solving skills aligned with the challenges of the role.

A well-crafted job specification isn’t just a hiring document—it’s a foundation in securing the leaders and senior specialists who will shape the future of your business.

The stakes are high: the right hire can accelerate growth, drive competitive advantage, and create lasting value, while the wrong one can be costly and disruptive.

By sharpening your focus, defining impact with precision, and crafting a compelling narrative, you don’t just fill a role—you secure game-changing talent that propels your business forward.