Communicating expectations for roles, responsibilities, and behaviors
When you hire for behavioral fit, you’re seeking someone who can fulfill both the role and its responsibilities. That may sound trite, but there’s a key distinction there.
High-performing organizations understand that certain people are behaviorally driven to perform consistent, steady work, while others crave variety. They also understand that circumstances change, whether through external factors like economic headwinds or through internal restructuring/reassessments of roles and goals.
When change sets in, people often end up performing jobs they didn’t sign up for. That’s fine for some, but earth-shattering for others. You need to understand for whom, and how. Otherwise, you risk disengagement and attrition.
The behavioral makeup of high-performing teams is often marked by particular patterns, not skill sets. It’s important to think about these nuances when drawing up job descriptions. Ask: What duties does this person need to perform? But also: How do we want them to interact and communicate with our people?
Optimize job ads by informing candidates (and your hiring managers) not only of the day-to-day work, but of the traits that will lend to success in a given role. It won’t matter that you hire a technically adept programmer if they’re unable to collaborate with or support their teammates.
For example: If a position requires someone to deliver information to their colleagues during daily stand-up meetings, outline that expectation from the outset. You can’t expect people to understand existing team dynamics if you don’t clearly state them.
It’s a mentality core to the discipline of talent optimization, and essential to a team’s performance, both in the near and long term. The resume is but one data point—as is someone’s behavioral makeup—so be sure to consider that programmer’s aptitude in Python alongside their propensity for socializing with colleagues, their preferences when it comes to communication, and the pace at which they perform work best.
Collectively, these data points give you a fuller picture—and instill confidence for everyone involved that you’re achieving a good professional match.