Identify the key attributes from your worksheet your subject matter experts (SMEs) believe are essential. You will probably discover that some of the proficiencies are repeated, as necessary, for your key accountabilities and reason the job exists. It is very important to note how often you see them. You will also want to identify how much time they are used during the week.
The more often these attributes are needed, the stronger they must be a part of the individual’s personality. In the first part of your assessment battery you will want to identify a tool to measure the attributes commonly used in a business environment. Make sure the tool is not just something that measures whether or not the attributes are demonstrated, but also one that weighs capacity for growth in this area.
Here is an alphabetical checklist of 23 commonly analyzed business capacities you can use to identify what is required to complete most tasks:
- Analytical Problem Solving
- Conflict Management
- Continuous Learning
- Customer Service
- Decision Making
- Employee Development/Coaching
- Futuristic Thinking
- Goal Orientation
- Interpersonal Skills
- Personal Effectiveness
- Self-Management (time and priorities)
- Written Communication
If you find an individual that has these attributes naturally inherent in his/her personality, it will be beneficial in accomplishing tasks with a minimal amount of stress. If you find an individual has some competency in this area, and has completed some form of training, but the skills are not naturally inherent in their makeup and value sets, you should be able to determine that they have the knowledge and/or experience.
However, job-related stress will eventually build and be expressed in the form of frustration or anger when the individual is pressured, or under tight deadlines. You can also identify this through key behavior-based questions during the interview process.
Without answers to these questions you will not understand the necessary level of competence individuals must bring to the table.