Clarify what success looks like before writing the job posting.

• What problems will this person solve?

• What does success look like in 3, 6 and 12 months?

• What skills, traits and behaviors lead to that outcome?

Output: A success profile that drives the job posting, not the other way around.

Build a process that evaluates what actually matters

• Map your interviews to the success profile (e.g. skills, behaviors, outcomes)

• Use consistent scorecards, realistic job previews, and structured questions

Output: A repeatable and fair interview process that screens for impact, not just credentials

Actively and passively engage prospective candidates

• Develop a job posting that will encourage the right candidates to apply and discourage the wrong candidates from consideration

• Build a targeted outreach list based on your success profile

• Use employer branding, sourcing, referrals and re-engagement campaigns

Output: A steady flow of qualified, interested candidates ready for each stage of your process

Monitor pipeline performance in real time

• Where are candidates falling off?

• Are you getting quality from each of your sources?

• How long does each step take?

Output: Visibility into inefficiencies, bottlenecks, and candidate experience issues

Make evidence-based hiring decisions

• Use aggregated scorecard data, not gut instinct

• Hold structured debriefs to calibrate across interviews

Output: Confident, objective decisions aligned with defined success criteria

Assess the impact of your hiring decisions post-hire

• Is the person meeting the outcomes they were hired for?

• Are they ramping at the expected pace?

• Did they stay?

Output: A feedback loop that sharpens your hiring criteria and process over time