Edwin Quizhpi- Blog #1

Performance-based hiring is about making the appropriate and proper business decision when interviewing a candidate for a job. When it comes to the hiring managers and recruiters It is not about knowing that the candidate can meet the requirements for the job, but that the candidate demonstrates the short and long term aspects of the job properly, and retains this passion in the long run. Many times the wrong candidate gets hired due to the job description being listed rather than long term objectives. For the top people to be hired, the hiring managers need to participate in this “Performance-based hiring” process, removing the weak with the strong.

When I got hired as a Field Technician for Ericsson I was being interviewed by a recruiter first, then the hiring manager. Not a lot of steps from “Performance-based hiring” was being demonstrated during my interview. I had technical skills, knowledge, and educational background which mad me a strong candidate at that point, however with performance-based hiring I believe It would have been more challenging for me. I see myself constructing my professional identity by looking forward to accomplishments (in the long run) rather then requirements in potential jobs. Going forward is should be about a job I really deserve,the compensation should be the last thing on my mind as a professional. When it comes to being a strong candidate, It is all about looking for a career move. This is how a hiring manager should make their decision when looking for the right candidate. At this point in my career I should be looking at the long-term opportunities in jobs rather then my obtained skills and knowledge. When job seeking I will follow the “decision-making process” demonstrated in this book, and I believe It really is about my long-term impact in the company rather then pay and experience. This is my understanding from “Performance-based hiring”.