We are hiring a new executive and want to ensure they are a perfect fit for our EOS structure. How do we use the C-Job Guidelines to define the role objectively rather than relying on a traditional job description?

Question

Tyler Smith · Accepted Answer

Traditional job descriptions are usually laundry lists of tasks and generic credentials that fail to predict actual performance. To hire an executive who will succeed in your EOS® structure, you must use C-Job Guidelines to build an objective, company-centric profile.

Begin by focusing solely on the critical, company-wide strategic needs of the role, rather than personal preferences or current operational methods. Do not settle for middle-ground statements: push for definitive answers on what is absolutely essential for success in this seat.

To build a holistic view, gather input from multiple stakeholders within the organization:

- Interview the direct manager of the seat.

- Talk to a peer who will work closely with this role.

- Speak to one of the direct reports who will be managed by this person.

By collecting perspective from three to five key individuals, you create a comprehensive understanding of what the seat actually requires.

Next, look at individuals in similar positions who are currently excelling. Use their behaviors and success metrics to establish concrete cognitive and behavioral targets.

This structured approach ensures you are hiring for the exact needs of the company, rather than being swayed by a candidate's charismatic interview or impressive resume.