Performance-based hiring process is when you screen, assess, and recruit every one of your candidates.

Many people have learned from the struggles of landing a job that their ability to perform better than others often doesn’t show through in resumes if their skills don’t match the job posting. But ultimately, the roles they want to fill need a handful of performance objectives that measure how well a person can actually achieve success. Without the knowledge of how to apply their strengths to the job, individuals with advanced degrees won’t be a good match.

Performance-based hiring lets you know what someone can actually do. In addition, what aspects of performance that are currently important as well as aspects that will be important to the company in the future. It’s important to ensure that the candidate is competent and motivated to do the work, and can fit within the culture and style of the organization.

It is arguably more important to know how to apply the strengths you gain from previous experiences than to match every academic achievement noted in a job posting. In fact, companies that are too linear about hiring a model student or professional may end up screening out candidates who could do the job better. The more important reasons recruiters need to do this well are to defend their candidates from managers who make superficial or emotional decisions, and to demonstrate to their candidates that the job at hand represents a clear career move.