The Cleveland Clinic is currently recruiting an Executive Director, Partnering.
On their Linked In job post they provide both a basic overview of responsibilities and a description of the “complexity of work”.
I like that.
“Complexity of Work”. This is where they will nail how someone will be effective in the role.
Here is a sampling:
- Exceptional interpersonal and relationship building skills required in order to initiate and develop productive working partnerships with all levels of management/leadership and staff.
- Ability to influence results, garner support and tactfully manage complex relationships and influences within and across the organization.
- Proven ability in forging collaborative and productive relationships with direct reports, peers, superiors and other internal/external stakeholders.
- Must be able to work in a stressful environment and take appropriate action.
- Must be comfortable operating in a collaborative, shared leadership environment.
- Must be a collaborative “team player”.
My sense is that there a LOTS of jobs that present these complexities. In larger enterprise organizations, and in SMB’s. And it’s clear that effectiveness in these areas will mark the difference between success and failure.
But so much of what hiring leadership and HR executives use in evaluating “fit” – CV’s, social media profiles, interviews – are based on one’s self-assessment.
Are you willing to risk hiring someone based on their self-assessment?
Many do – every day. And the cost of a mis-hire impacts more than financials. It can derail engaged and productive teams, delay progress on critical initiatives and drain significant leadership time.
References? Thanks to an increasingly litigious society, it’s difficult to get completely candid and reliable feedback on performance.
The odds against you?
In thinking about that, I like to apply the thinking of Price Pritchett to the hiring process.
‘You’ve got 2 dice. You get 1 roll.
Pick a number, any number from 2 through 12- to serve as the target number you’ll try to hit when you toss the dice.
Write that number down.
Now make your throw and see what numbers randomly land on top. Added together, does that total match the number you picked?
Probably not. After all you only got one guess and there are 36 different combinations that can occur… 11 possible totals. So, the odds were heavily stacked against you. Chances were 10 to 1 against you picking right, correct?
Actually, you can change the odds dramatically depending on the target number you pick. There is only one way to roll a 2. Snake eyes. And only one way to throw a 12. Boxcars. But at the other extreme, there are 6 ways to roll a seven.
Some bets are a helluva lot safer than others”.
Hiring works pretty much the same way. Make the right choices in how you play the game, and you can dramatically impact your odds of winning.
Play the game here, and see how people data (not gut feel and intuition) can improve your ability to make a great hire.