Fifth in a nine-part series about the concept of Efficiency vs. Effectiveness and some possible measures to help you determine whether the job you are hiring for is one or the other. Previous posts include:
Today we examine what business result you are trying to achieve with the hire, and how this impacts whether your requisition should be marked for efficiency or effectiveness.
Question: “What is the quantifiable business result of hiring someone who cannot meet the stated requirements of the position?”
Considerations: Most hiring managers believe that their open positions are “make-or-break” for the organization—that is, that they are effectiveness-based requisitions. When interviewing the hiring manager and other business leaders to determine the proper focus for the requisition (i.e., efficiency or effectiveness), it is vital that recruiters help hiring managers realistically evaluate the requirements of the position. Describing the potential fallout of inappropriate requirements—for example, the extra recruiter time and cost to the organization just to hire an employee who may end up disappointed with the scope of the duties anyway—is one way that recruiters can help educate hiring managers about the business impact of their recruiting decisions.
Measurement: If hiring someone who does not meet the stated requirements will have little effect on the financial goals of the business line, the requisition is efficiency-based. If the impact would be at the financial level, the requisition is effectiveness-based.
Next: Effectiveness vs. Efficiency: Brand Impact