is part of the Informa Markets Division of Informa PLC

This site is operated by a business or businesses owned by Informa PLC and all copyright resides with them. Informa PLC's registered office is 5 Howick Place, London SW1P 1WG. Registered in England and Wales. Number 8860726.

Talent Talk: To Hire a Rock Star, You Need a Plan

Article-Talent Talk: To Hire a Rock Star, You Need a Plan

Frans Schellekens/redferns via Getty Images musician Robert Fripp
"Gentleman" musician/guitarist and leader of King Crimson Robert Fripp.
To keep the hiring team on the same page, a job scorecard, or similar tool, profiling the ideal candidate will yield the best results.

In our previous Talent Talk column, we discussed the true cost of hiring the wrong person for a key position. This week we begin to look at strategies to avoid that and begin the process of hiring top talent.

The first mistake I see many companies make in hiring is not being clear, across the hiring team, on who they need. No doubt each person on the team has a clear idea in their own mind as to the requirements of the role, not realizing the others were not on the same page.

What will happen is that one interviewer will love candidate A, but another interviewer will be lukewarm because of their specific experience. Yet another will say that he or she is “not a cultural fit.” This will be repeated several times, with the interviewers taking turns being the one who loves a candidate. In extreme cases, the team eventually concludes that they are looking for two different candidates in a single hire.

Creating a job scorecard, or similar tool, to define who it is you need will quickly yield noticeable results.

However you get there and whatever you call it, you must address the following:

  1. The mission of the role — why does it exist?
  2. The competencies that you must have. These include cultural values and are critical to defining the DNA of the candidate you are seeking.
  3. The experience and technical knowledge needed to excel in the position.
  4. The KPIs and outcomes for this person in the first 30 and 90 days, and the first year.

The other beautiful part of the job scorecard is that it spells out the specific results this person is expected to achieve. This helps maintain a focus on the mission of the role, which is why you are hiring in the first place.

Getting this step right, before you begin the hiring process, will save you time in the long run.


About the author

Paul Sturgeon is CEO of KLA Industries, a national search firm specializing in plastics, packaging, and polymer technology. If you have a topic you would like to see discussed, a company that is growing, or other ideas for this blog, e-mail Sturgeon at [email protected].

Hide comments


  • Allowed HTML tags: <em> <strong> <blockquote> <br> <p>

Plain text

  • No HTML tags allowed.
  • Web page addresses and e-mail addresses turn into links automatically.
  • Lines and paragraphs break automatically.