I have used Performance Profiling for years not only for recruiting but for current employee objective setting and performance monitoring and review.

Unlike a job description which is stagnant in time, a Performance Profile can be updated as priorities change. My rule of thumb is to update each employee’s Performance Profile at least quarterly.

Borrowed from the tenants of The 4 Disciples of Execution there should be no more than three Performance Objectives each cycle. These Performance Objectives are strategic to the individual and must be specific, measurable and time bound. Developing these Performance Objectives in concert between each staff member and me, leaves little room for doubt when it comes to what needs to be accomplished by when.

The greatest synergy occurs when you can align individual employee Performance Objectives to corporate strategy. Start with the corporate Mission / Vision and cascade it down through departmental statements of purpose to the individual. I use online strategic planning software to track it all and provide line-of-sight from the corporate mission to individual employee deliverables.