Page 133 - Boost Your Hiring

The Surefire Way to Boost Your Score 119

Only by looking at all three skill sets will you have a full and accurate
picture of the candidate and how he or she will fit in and perform in
your company’s culture and environment.

The Key Factors Necessary
The next step is to determine the key factors of the job. Your task is to
identify the key skills or competencies necessary to do this job. Identi-
fying key factors will define the focus of the skills you are seeking in a
candidate and will determine the questions you will ask.
Here is an example of a key factor analysis:

1. Start with the responsibilities. For example, “Develop and maintain
supplier relationships at the property and chain levels through
daily contact.”

2. Identify skills needed by asking, “What would it take to perform
this job?” Here are some examples:
• Good communication skills.

• Listening skills.
• Ability to build customer relations.
• Follow-through.

• Tracking.
• Organizational skills.
• Ability to work with a wide variety of people.
By reading through the responsibilities on your job description and
writing down the skills you think would be needed under each category,
you will be able to define those key factors.You can then narrow the list
down to five or six key factors to be used in the interview process.

Beyond the Job Description
When you read through the job description and determine the key fac-
tors, you will have the tools necessary to assess your candidate—almost.
But before you finalize your job description, it is beneficial to take some
time to determine on your own or through a discussion with other people
who will interact with this candidate what it “really” takes to do this job.