A “Performance Profile” defines the work the person needs to do, not the skills required. It is what a person does with what they have that determines success. Where a job description lists qualifications and years of experience (BA Marketing, 7 years marketing, 3 years Marketing Management experience), a performance profile includes actual accomplishments a candidate must be capable of doing in order to do well in this position.

For example: Lead the preparation of a two year product development plan within four months, by coordinating with product development and engineering. This needs to consist of completive analysis, assessment of technology trends, and market and consumer research. New products (introduced within 12 months) should represent 20% of total revenue within 18 months.

A performance profile will identify about six key performance accomplishments required of the position with discrete, quantifiable measures. The benefit of doing this goes beyond the hiring of top talent; it also assists in retaining top talent. In an Execunet survey, corporate HR executives identified 14 months as a critical point of demarcation for the newly hired executive where the excitement wanes and dissatisfaction creeps in. And the number one reason for dissatisfaction is unclear and unmet objectives. A performance profile makes objectives very clear and sets the stage for job satisfaction.

You need to take the time to develop performance profiles. Sun Microsystems CEO, Scott McNealy reminds us that “Hiring, retaining and developing great people is the biggest challenge and single greatest key to success of any business.”

Contact Zenzola Group for more information and to find out how we can help you.