Hire The Right People

The degree to which selection decisions correctly identify future successes and screen out likely failures, operationalized as fact-based evaluator confidence a candidate will deliver outcomes. (Hire as a value-creation system.)

started 0 · finished 0 (claimed) · not yet measured (verified) · no data (n<5)

Derived from: Hire The Right PeopleT1

Ordered tasks (18) — this is what a project auto-creates

#1Role Definition & Competence Framework ClarityHighTo Do
Specify a role — its mission, ranked outcomes, and observable behaviors — before you write a job ad or meet a candidate. It is the blueprint every downstream step reads from.
Assignee: Unassigned · due 0 days after project start · takes 14 days
#2Systematic Sourcing & Candidate PoolMediumTo Do
How you build the pool of people you actually get to choose from, and why the quality of that pool caps everything selection can achieve.
Assignee: Unassigned · due 14 days after project start · takes 7 days
#3Candidate Attributes & FitMediumTo Do
Clarifies what you are actually selecting for — the durable mix of experience, ability, personality, motives, skill and will — and how it must line up with the role's outcomes and culture.
Assignee: Unassigned · due 21 days after project start · takes 7 days
#4Structured Assessment & Activity Design QualityHighTo Do
Build the selection instruments — structured interviews, work samples, and job-analysis-based assessments — that produce comparable evidence across candidates.
Assignee: Unassigned · due 28 days after project start · takes 14 days
#5Appropriate Psychometric UseLowTo Do
Sets the boundaries for using ability and personality tests: when they add valid evidence, and when they mislead.
Assignee: Unassigned · due 42 days after project start · takes 3 days
#6Observable Evidence & Truthful DisclosureMediumTo Do
Focus on about eliciting and recording what candidates actually said and did — including failures and weaknesses — rather than what you infer or what they'd like you to believe.
Assignee: Unassigned · due 45 days after project start · takes 7 days
#7Job-Relevant Employee BehaviorsLowTo Do
Connect the attributes you selected for to the actual on-the-job behaviors — productive and counterproductive — that will determine whether the hire performs.
Assignee: Unassigned · due 52 days after project start · takes 3 days
#8Assessor Training & SkillLowTo Do
Address how you train the people doing the evaluating to observe, record, code, and rate behavior — and to give neutral feedback.
Assignee: Unassigned · due 55 days after project start · takes 3 days
#9Assessment / Criterion ValidityMediumTo Do
What validity actually means for your methods — whether they measure job-relevant attributes and predict future performance and tenure.
Assignee: Unassigned · due 58 days after project start · takes 7 days
#10Inter-Rater Reliability & Bias ControlLowTo Do
Whether different assessors reach the same rating from the same evidence, and how you suppress the biases that pull them apart.
Assignee: Unassigned · due 65 days after project start · takes 3 days
#11Candidate Reactions & Face ValidityMediumTo Do
How candidates and stakeholders perceive your process — its fairness, relevance, and burden — and why their acceptance of it affects both your yield and your legal standing.
Assignee: Unassigned · due 68 days after project start · takes 7 days
#12Effective Selling & ClosingHighTo Do
What happens after you decide you want someone: the deliberate work of getting them to say yes. You get a framework for closing a chosen candidate without overpromising.
Assignee: Unassigned · due 75 days after project start · takes 14 days
#13Fairness & Legal DefensibilityLowTo Do
Address whether your selection process treats candidates equitably and could survive a legal challenge. You get the link between evidence, candidate perception, and defensibility.
Assignee: Unassigned · due 89 days after project start · takes 3 days
#14Hiring Decision Accuracy & Evaluator ConfidenceMediumTo Do
Focus on about the decision itself — correctly identifying who will succeed and screening out likely failures — and the fact-based confidence that should underwrite it.
Assignee: Unassigned · due 92 days after project start · takes 7 days
#15Cheetah Leadership StyleLowTo Do
Examine a specific executive temperament — fast, demanding, accountable — and how it changes whether good hiring translates into results. You learn when this style amplifies your hiring investment and when it undercuts it.
Assignee: Unassigned · due 99 days after project start · takes 3 days
#16Job Performance VarianceLowTo Do
Why the same hiring rigor pays off enormously in some roles and barely registers in others. You learn to identify where better hiring is worth the investment.
Assignee: Unassigned · due 102 days after project start · takes 3 days
#17Quality Hire / Workforce PerformanceMediumTo Do
Define the immediate result the whole process aims at: landing an A-player and lifting overall workforce performance. It connects sourcing, fit, behaviors, and decision accuracy into a single measurable outcome.
Assignee: Unassigned · due 105 days after project start · takes 7 days
#18Business & Financial OutcomesHighTo Do
Traces the line from better hiring to the numbers leadership actually cares about: profitability, retention costs, and competitive advantage net of what assessment cost you. It reframes hiring as a utility calculation.
Assignee: Unassigned · due 112 days after project start · takes 14 days