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THE POWER OF READING PEOPLE

familiar with the role. This could include team leaders, current team
members, colleagues, and HR staff, possibly by having them com-
plete a detailed survey. This approach will paint a full picture of the
job’s duties and the characteristics needed for someone to excel in the
role, including their motivation, ambition, communication prowess,
creativity, confidence, dependability, decision-making, and integrity.

At this juncture, you can benefit from our collective wisdom: Frank
M. Scheelen and M. Vanessa Boettcher have crafted numerous job
benchmarks and have helped companies pinpoint what they require
from the job and the organization overall. This expertise has led to
lower staff turnover and greater employee satisfaction, contributing to
more committed staff and ultimately boosting company performance.

It’s been noted that a manager’s view of a job often differs from
that of a coworker. That’s why it’s important to get input from as
many perspectives as possible when conducting the job analysis and
crafting the job requirement profile, leading to a more accurate and
unbiased depiction of the role.

We recommend including feedback from everyone connected to the
position—those who report to it, work alongside it, and oversee it.
Getting this 360-degree perspective will ensure that you pinpoint
the attributes that will drive excellent job performance.

GET TO KNOW THE APPLICANT’S BEHAVIORAL
STYLE DURING THE JOB INTERVIEW

Let’s look at a practical scenario: imagine you need to fill a sales
role in the insurance industry. You’re searching for someone who

exhibits these characteristics:

• Dedication to customer service

• Strong resilience and self-management

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