Wisnio's Position Mapping tools guide you through the first steps of a data-driven hiring process, outlining the essential requirements and objectives of the role to identify an ideal candidate's competencies.
In this article, we will go over:
How to add new Positions to your Wisnio Team
Adding new positions to your Wisnio team is done through the Position Mapping tool. It helps you to set up organized and thought-through profiles that support successful interviews and create an objective scorecard for evaluation.
You can either choose one of our templates or set up your own by clicking “Create a blank position”. Set the “Position Title” and choose the corresponding team to get started. If you don’t have the right team set up yet, we recommend doing that first.
After creating the blank position you will land in this view shown above. This is your Hiring Dashboard which consists of
Position mapping - the place where you can fill in all the details about the positions. This is crucial as it’s later used to help you to compare the candidate against the needed requirements and competencies.
Shortlist - invite your candidates to fill in their profiles.
Interview & evaluate - once candidates have finished their profiles, you can drag them to this category to be able to compare how the self-evaluation of the candidate is aligned with the position profile and the team. Based on that, the platform will generate a personalized interview and evaluation guide for each candidate.
Compare - when you move candidates to the comparison stage, you can compare candidates based on the ratings they received from stakeholders post-interviews.
Onboard - candidates who will be joining the team can be onboarded, which helps them better understand the team culture and how they can effectively work with others. This helps candidates get to peak productivity faster.
Recommendations for position mapping
This section helps you better understand how to write good key objectives and position requirements and map competencies for your profile.
Add separate objectives for each success requirement. You can group similar achievements into one objective.
An excellent key objective states clearly what the person should achieve in this role within a year.
Don’t write down tasks they need to perform but rather what should come out of them if they perform them successfully.
Don’t add here the required skills or competencies. They have their particular place.
A healthy amount of objectives is around 3-6.
Have a lot of knowledge of sales processes.
Consistently review and iterate on the sales process and messaging and achieve at least 10% of improvement in conversions.
Here’s an example of a good list of key objectives added:
List here the skills, previous experiences, and qualifications crucial for this role. Think critically about what is nice to have and what is needed.
Put similar requirements under the same criteria. For example, instead of writing down every tool they need to use separately, you can add the “Technical skills and ability to use analytics tools” criteria. Under the description, you can specify what you mean by that or add things to ask from the candidate.
Things like “achiever” and “team player” do not belong here. Those are competencies and have their particular place. Candidate competencies, values, and personality will be evaluated through surveys and added to the candidate scorecard.
Requirements like “Degree in …” or “3+ years of experience” could be replaced with “Proven ability to .... ”. Years and degrees are not always the best way to understand if the candidate is capable of succeeding in this role. Some people are fast learners, and some like to read, take courses and learn from experience instead of getting a degree. Not having a university degree doesn’t make them incapable of doing a fantastic job.
Once you have added criteria, you can:
Add a description or use this place to note down what to ask about these criteria.
Always save after adding content and moving to the next criteria.
If you don’t wish to keep your edits, press cancel.
If you don’t need these criteria, you can leave this blank.
On your Hiring Dashboard, click on “Competencies” and “Prioritize competencies” to be able to click & drag relevant competencies to the position profile. You can add three competencies to each category - must have, important and good to have.
Recommendations for prioritizing competencies:
You can click on the three dots under any competence to see what each competency means in more detail. You can also see how confident your team is in those competencies.
“Least prioritized in team” means this is a competence your team lacks. If this competence could help your team be more effective, you should consider prioritizing this competency for this role.
“Teams core competency” means that this is where your team is the strongest. You can either add the exact competencies for the new role or choose other competencies that could complement the team.