Today’s managers are so busy that they rarely have the time to put in the Intellectual Effort required to create a thorough NEEDS assessment. Mostly, they put together their WANTS in the form of a traditional job description with a listing of the minimum requirements.

This approach is haphazard, at best, because there are countless candidates that have had the same duties at past jobs and meet the minimum requirements, but have not PERFORMED well. Managers simply want candidates that can solve their problems so they do not have to worry about them anymore.

The Talance Group understands that past performance, not past experience, is what separates a top candidate from the rest of the pack. We learn what managers NEED by asking the right questions up front. We want to know:

  • What part of this job, if not handled properly, will cause the most problems for you?
  • What are the skills/talents/qualities of past star performers or other stars in your department that have made them successful?
  • What are some of the major problems or issues facing your group in the next 6-12 months?
  • Pretend that one year from now, this employee you’ve hired has exceeded your expectations – what will he/she have accomplished for you to feel this way?

The answers to these questions tell us what you feel superior performance looks like, and we can then set out to uncover candidates whose past accomplishments match your expected future performance.