The Adler Group - Performance-based Hiring
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Guide to Services: Download the PDF summary on What We Do.

At a glance: Performance-Based Hiringsm

Performance-based Interviewing

Tracks and assesses trends of multi-behaviors, motivations, and accomplishments over time.

  • Clearly identify traits, activities, and results
  • Understand the aspects that impact results, including multi-behaviors
  • Managers become mentally engaged
  • Conversation breeds connection, important to recruiting top people
  • Managers remember candidate's information
  • Top Candidates become engaged and their self worth increases as they give detailed, unrehearsed, answers.

Traditional Behavioral Interviewing

In behavioral interviews, managers experience:

  • Lack of candidate customization
  • Mechanical process
  • No context for the various questions
  • There is little to no information about a motivational fit
  • Managers become bored, difficult to differentiate candidates

In behavioral interviews, candidates experience:

  • Confined information, share limited examples
  • Share hard to identify examples
  • Give generic answers that are easy to prepare
Contact Us: Get in touch for more information or to get started on a project.

The Basic One-Question Interview

Performance-based Hiringsm vs. the traditional Behavioral Interview

Performance-based Hiring is a behavioral based interviewing approach, but differs in these ways.

  1. Before conducting the interview everyone on the hiring team needs to understand real job needs. This is a prioritized list of what the person is expected to do and accomplish on the job. Performance Profiles
  2. During the interview we ask candidates to describe major accomplishments. We then conduct detailed fact-finding to uncover what behaviors, traits, skills and competencies (BTSCs) were used to accomplish the tasks. We track resulting patterns, in detail, multiple times underneath the umbrella of an accomplishment, over time. (An example of a one-time use of a behavior ignores motivation to do the work, even if it gets at competency.) Performance-based Interview Guide
  3. As part of the assessment process we share this information in a formal debriefing session using our 10-Factor Candidate Assessment template. The 10-factor form ranks the candidate across the 10 factors we have found that best predict on-the-job success. (Some of these include technical skills, motivation to do the work, team skills, organizing and planning work, delivering comparable results, and cultural/environmental fit.) The key is to measure the candidate's predicted performance against real job needs. An effective assessment here increases on-the-job performance and satisfaction. We call this process "deep job matching". 10-Factor Candidate Assessment template
  4. Most of our clients use the full version of the Performance Profile, as taught by us, for the on-boarding process and their performance appraisal system.

The Performance-based Hiring user acceptance, by hiring managers, is over 90% for vs. 25% for behavioral interviewing. Why? The Performance-based Hiring system is far easier to learn, less clinical and more relevant to real job needs.