9 Box Increases Hiring Success
by Lois Melbourne
Aquire is currently hiring for several new positions in the company. We set our standards very high to make sure the prospective employees fit both the skills set and corporate cultural. It matters a great deal to us which people in this world represent Aquire to our customers.
So, for this round of hiring, we’re now using the 9-Box matrix, from our own Succession Planning software, to plot candidates. The traditional axes of the 9-Box are Performance and Potential. That, at least in Succession Planning best practices, is the way to find the candidates most suited for moving up the corporate ladder.
Using the 9 Box for hiring takes a little different approach, but our software can still handle the requirements. In this hiring situation, I can plot potential for leadership on one axis and cultural fit on the other, then rank the candidates in their various groupings. A technical manager is also using the 9 Box for their hiring, plotting skills matches on one axis and cultural fit on another. The potential is limitless, and brings the focus of the hiring manager onto the top two most important factors they consider for hiring.
The screening recruiter can first plot the candidates prior to the manager’s interviews, and then the manager can reorganize and re-rank people after the interviews. There are many, many choices involved in the hiring process. We have found this to be one great way to get a laser-focus and common communication schema in front of all decision makers during the hiring process.
Our customers are the buyers of HR technology and business workforce analytics software. They’re hyper-aware of their vendors because they, themselves, are in the people business. We provide great customer service, and our customers deserve it. Only the best candidates can make the cut. So, I’m glad we can use our very own Succession Planning software in a new way. It definitely increases our ROI.
Cheers,
Lois
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