We all know the importance of finding and placing the right people for the specific tasks required by our organizations. Have you ever taken a job, only to realize it was nothing like the interviewer told you? Have you ever seen someone placed in a position where they suddenly felt like a fish out of water? These types of placements can cost your organization money. Trying to train someone more extensively than planned, only to replace them, is not only expensive – but drains other resources as well. With payroll taking a huge percentage of your costs, you should do everything you can to keep employee training to the essentials. Hiring the right person means that you aren’t backing up and teaching basic skills that you thought were already there, or finding out that your new employee may have gone to college but the needed math isn’t their forte.
Finding the right person for a position is streamlined when you use a KSA. A KSA is a list of special qualifications and personal attributes required by someone hiring into a position. Knowledge, Skills, and Activity are outlined on a job requirement, and the responses of the applicants give you added information with which to match them to the open positions. A KSA breaks down qualifications as shown below.
KNOWLEDGE: This section tells you the level of education or prior experience which has taught a foundational knowledge. Although an applicant may have never built your product, he or she may be very experienced in using the hand tools necessary, and that knowledge could easily transfer to your business albeit healthcare, retail, or manufacturing.
SKILLS: Those things an applicant should be able to do to fulfill a job are outlined, broken down into small pieces which can be tested or identified. Being able to look at a diagram and assemble a test presentation within a time frame is a valuable skill.
ABILITY: Whether developed or not, an ability correlates to other training and performance. Although the applicant has not built your product, their prior jobs and background show an ability to build your product if given the opportunity.
In the past, a resume detailed education and experience. It was up to the reader to interpret the information and decide if the applicant had what it took to do a job. Today’s resumes are built on the KSA foundation, and if you properly identify the needs of a position, you can find the correct person by identifying the correct markers in the resume. In fact, interviewers today are not even using the older formats. A resume should consider the KSA of a position and address each need. This makes it easier to find the information that you need to know.
Although it may take a little more time up front to build a KSA for a position before posting it, the odds of finding the correct person do go up consistently when KSA’s are used.
MG (Retired) Mike Diamond is CEO and founder of Diamond Strategy Group. Diamond Strategy Group is a leadership development and consulting company. We focus on improving the quality of leadership within organizations by utilizing the same methods Mike and his consultants have used in both military and civilian sectors. We invite you to stay connected! Visit us online at www.DiamondStrategyGroup.com and connect with Mike Diamond Strategy Group on LinkedIn, Facebook, Twitter, or e-mail us at email@example.com!
To request Mike as the keynote speaker for your next event, e-mail SEM4MD@gmail.com.