What questions did you ask the last candidate you tried to hire? What expectations did you have about what they would bring to the table and the types of leadership and results you expected to see? What were the things that made you want to choose the person you actually hired?
Now ask yourself, are you performing at the level that you expect or hope for in your job candidates? Are you expecting something from a new hire that you aren’t even doing yourself?
No, I don’t mean the actual tasks that are being performed by that new person, because it doesn’t mean that you should just take on more tasks. Didn’t you focus on more than just task execution in your interview?
Maybe it’s time to interview yourself.
As part of many companies’ annual performance review process, employees are asked to submit the names of people they have worked with so their bosses can ask for feedback. Cross-pollinating that with the Linkedin recommendation section may be an interesting way to add value or participation to the overall experience.
How would using a recommendation-like process and making the business partner feedback public on Linkedin as part of an annual review process
- change how the employee works with that partner all year?
- change how well or thought through the person giving the feedback comments?
- change how much the employee takes and acts upon the feedback provided?
- change the conversion rate of people asked for feedback vs. actually provided?
- change the overall value of the recommendation section on Linkedin for people searching for potential hires?
- change the type of people that wanted to work in your organization?
- change if it’s viewable to all others that person has worked with that year vs. public?
It seems like an interesting experiment to increase the overall value of the feedback process for everyone involved. Of course, it might have some real pain points in the short term but if it doesn’t get “gamed” it could work out very well in the long run.