Take out one of your team member’s last performance review or their development plan. Now go ahead and pull out the screening questions and interview questions that you used to hire one of your team members.
Is there ANY linkage whatsoever? Well their should be. Interesting how we tend to measure performance after we hire someone but we tend not to directly ask or measure performance capability during the interview process.
When you hire, you are not only measuring the ability for the candidate to perform against the tasks, you are measuring the gaps they have so you can build a strong development plan for them so they can be a strong performer for your team. That builds a stronger ROI on the hire, and better retention of the employee.
Try Problem Solving as a competence. You know your team should be able to solve problems for business leaders, and create strong solutions for their needs. As such, see if you can list the following:
- What interview question (and follow up deep dives) would you ask to determine if the potential employee has mastered problem solving?
- What development tools or techniques would you use to increase the competence of your team member regarding problem solving?
- How do you measure their ability to problem solve, and will you grade it objectively come performance review?