THE

100

PRINCIPLES OF HIRING ACCURACY

PRINCIPLE

#3
EVERY JOB IS DIFFERENT
Every job is unique in some meaningful way. To hire accurately, a hiring process has to be customized to measure what drives success for each specific job/company/culture.

NO TWO JOBS ARE THE SAME.

Every job is different.

And I’m not just talking about jobs that are obviously different - like construction vs. accounting.

Jobs in the same field are different too.

Take a sales job for example.
From one sales job to the next...

  • What's being sold varies
  • Who it's being sold to varies
  • How complicated the sales process is varies
  • How complicated the product being sold is varies
  • Who the boss is varies
  • How much support the company gives sales reps varies
  • How compensation and incentives work varies
  • What the company culture is varies
  • Where the company is in developmental stage varies
  • How competitive the market is being sold into varies
  • And a hundred other things also...vary

Each one of these nuances (and most certainly all of them combined) determines the kind of person who will succeed or not in a particular sales job.

Are there similarities from one sales job to the next as well? Yes. But it's the differences that matter when it comes to what drives job fit.

And the same is true for all jobs.

If no two jobs are the same, no two screening processes should be the same either.

If you want to be accurate, your hiring process has to capture the nuances of what drives success in each specific job/company/culture.

Of course - because every job is different (#3) and every person is different (#2), none of us are a fit for every job.