Hi there, I have recently switched jobs to a step role. As part of my role, I need to hire people across titles. It’s been a hit and miss when some candidates who were great during interviews turned out to dumb and vice-Versa. Irony is my colleagues are very proficient are picking at right candidates, is there something I am starkly missing. Specially lots of miss for Senior Manager Delivery and Scrum Master.

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A lot of people unconsciously select people they like personally over people who are best qualified professionally. I don’t have enough fingers and toes to count the people that colleagues have hired who turned out to be unqualified idiots... and they always lament something to the effect of, “but I really liked him/her” or “they were so nice!”. So watch out for that pitfall.

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1. Have you tried skill-based assessment?
2. Any patterns in terms of specific skills or competencies that these people are missing (if you have a competency framework)?
3.Are you doing onboarding/training right right?

Glad to hear you have a competency framework. Now you should grade people based on interviews and then compare against actual performance (6 mo., 1 yr., 2 yr out) to see if it's an issue with your framework. Maybe you are overindexing on something that doesn't actually matter to on the job performance or vice versa.

Additionally, what have low and high performers said? What differentiates one from another and can the difference be bridged with training/right coaching?

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amangoyal8110@gmail.com

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#frontend #reactjs #react #python #android #engineer #qa #hiring #engineers #talent #ios #datascience #java #data #hiring #experiencedjobs #technology

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