Performance Objectives in a Job Posting Are Crucial For Attracting the Right Candidates

30 Oct Performance Objectives in a Job Posting Are Crucial For Attracting the Right Candidates

Setting performance objectives in a job posting is crucial for attracting the right candidates and ensuring clarity about what the role entails. Performance objectives help candidates understand what is expected of them in the position and enable you to evaluate their performance effectively once they are hired. Read on to learn how to set performance objectives in a job posting.

1. Understand the Role: Before you can set performance objectives, you need a deep understanding of the role you’re hiring for. This includes knowing the responsibilities, key tasks, and the role’s place within the organization.
2. Identify Key Responsibilities: Make a list of the primary responsibilities and duties associated with the position. These responsibilities should be specific and directly related to the role.
3. Prioritize Objectives: Determine which responsibilities are most critical to the role’s success. 
4. Make Objectives Specific and Measurable: Use action verbs to describe what the candidate will achieve, and include clear metrics or criteria for success. For example:
   • “Increase sales revenue by 15% within the first six months.”
   • “Reduce customer response time from 24 hours to 12 hours.”
   • “Complete monthly financial reports with 99% accuracy.”
5. Align with Company Goals: Ensure that the performance objectives align with your company’s broader goals and objectives. This helps candidates see how their role contributes to the organization’s success.
6. Consider Timeframes: Specify realistic timeframes for achieving objectives. For example, you might set short-term, medium-term, and long-term objectives to provide a clear roadmap for the candidate’s performance.
7. Use the SMART Criteria: Make sure your performance objectives are SMART:
   • Specific: Clearly define what needs to be accomplished.
   • Measurable: Include quantifiable criteria to track progress.
   • Achievable: Objectives should be realistic and attainable.
   • Relevant: Align objectives with the job and company goals.
   • Time-bound: Set deadlines or timeframes for achieving objectives.
8. Include Soft Skills: Don’t forget to include soft skills or behavioral expectations that are essential for success in the role, such as teamwork, communication, or problem-solving skills.
9. Be Transparent: Be honest about the challenges and demands of the position. This helps set realistic expectations for candidates.
10. Encourage Self-Assessment: You can invite candidates to assess their own qualifications and alignment with the performance objectives. This helps them determine if the role is a good fit for their skills and career goals.
11. Proofread and Edit: Review the job posting to ensure clarity, correctness, and consistency in the language used to describe the performance objectives.
12. Seek Feedback: Before finalizing the job posting, seek input from team members or colleagues who are familiar with the role to ensure that the performance objectives accurately reflect the job’s requirements.
13. Update as Needed: Job postings should be regularly updated to reflect changing priorities and business needs.

By setting clear and well-defined performance objectives in your job posting, you can attract candidates who are a better fit for the role and increase the chances of hiring individuals who can contribute significantly to your organization’s success.

Meet the Author

Evelyn Vega is the Founder and President at Staffing Strong and the Past President of the Phoenix American Marketing Association. Since 1999, she’s made her career about supporting her clients in building meaningful careers and partnering with businesses in finding quality hires. In her free time, Evelyn sits on various advisory boards and enjoys practicing on her drum set!