Performance Profiles vs. Traditional Skills Based Job Descriptions - Agile Product Solutions
  • Performance Profiles vs. Traditional Skills Based Job Descriptions

Traditional skills based job descriptions are still being used by many companies, but these types of jobs descriptions are not as effective as they once were. If your recruiting efforts focus mostly on jobs with traditional descriptions, then it is possible that you are missing out on the opportunity to hire an employee who is a close match for the job opening. On the other hand, performance profiles allow you to take a closer look at the candidate to determine if they are the right person for the job.

The Difference Between Traditional Job Descriptions and Performance Profiles

Traditional skill-based job descriptions focus specifically on the job, and general skills that are needed for the job. For example, if you were hiring a sales employee, you might post a job description with some of these details:

~ 4-year degree required
~ 3 – 5 years experience in sales
~ Good people skills
~ Willing to develop product knowledge
~ Detail oriented

All of these job description points are good requirements, but they are too general. These points are focusing on the type of person that you are looking to hire, and the points don’t look at things such as results or performance of the potential employee.

In comparison, a performance profile focuses on the results that need to be achieved, and provide more detail about work preferences and daily tasks. Here is an example of details that might be found within a performance profile job description:

~ Close 20 new customers on a monthly basis
~ Manage several projects while working in an intense environment
~ Organize and deliver sales forms and payment transactions to accounting
~ Achieve quarterly quota of $20,000 in sales
~ Analyze performance trends to improve closing rates

You can see that there is a big difference between the two lists, and the two different job descriptions will attract different types of candidates. Improving the job posting can make a big difference in the types of applications that you receive.

Performance Profiles = Better Retention

When you are posting a job and you use performance profiles, it is more likely that the job posting will attract the right types of candidates. Then, you can take the hiring process to the next level by using an applicant tracking system which matches the candidate’s work preferences with the top-performers in the company.

This process of using performance profiles and candidate surveys makes it easier to see which candidates closely match the job that is being filled. When the right person is hired, then it means that they are more likely to succeed with the new job… and they will be more likely to stay with the company long term.

If you are looking for a way to improve retention, then it is important that you analyze the hiring processes in order to be sure you are starting with the right employees. Performance profiles are one of the best methods to optimize your hiring processes, and locate candidates who will be a good match for the company.