Performance recruiting focuses on sourcing and retaining high-value employees through a data-driven process tailored to individual roles. It emphasizes understanding both hard and soft skills as well as personality traits needed for each role. The process involves creating an "ideal role model" and comparing candidates to required dimensions through screening calls, team workshops, and cultural fit assessments. Performance management based on continuous feedback aims to create an inspiring environment for growth through self-organization and flexibility. Regular feedback from peers allows people to develop both personally and professionally, improving performance management outcomes.

1. Performance Recruiting in an Agile Setup
& Performance Management Based on Feedback
by Rico & Larisa

2. Performance Recruiting in an Agile Setup
2

3. What is Performance Recruiting?
Performance recruiting is a way to source and retain high-value employees
Proactive
Data-
driven Connected

4. What are the elements of Performance Recruiting?
Performer Dimensions
hard skills
soft skills
personality traits
requirements
Role Model
an ideal picture of what a
Performer looks like for a
particular role
Role Match
a comparison of a candidate’s
traits against the Performer
Dimensions and your Role Model

5. ‚Classic‘ Recruiting
Need Job Description Hiring Process
• Phone/Video
Screen call
• Face-to-face
Offer

6. Performance Recruiting: our way
Need
Hiring
Committee Job Description Active Search
Hiring Process
• Phone/Video
screen call
• Team Workshop/
• Assessment
Center
• Final Call: culture
Check
Hiring
Committee Offer

7. Performance Recruiting: tools
Separation of professional
skills and culture fits

8. Performance Recruiting: tools

9. Performance Recruiting: summary
• Be flexible, individualise your process
• Be always close to the Business
• Know your company culture
• Know what your potential performers want
• Integrate your company vision into your Employer Branding activities
• Do not forget, the recruiter is the ‚first face‘ to the candidates
• Know your company need in the near future – your company need for tomorrow

10. Individualise your standards instead of pushing the individuals to the standard process

11. Performance Management in Agile
Structures:.. Based on Feedback
11

12. 12
How does a company really
become successful?

13. 13
We are not successful because we:
• work alone
• are focused only on ourselves and our
own workload
• focus on our own success and not the
teams/companys success
• love working in isolatied silos

14. Together is better, faster, higher, more effective, more efficient, etc...
14
✓ we love working in teams and organizations
✓ we want to inspire, get inspired others and
want to share our experience and knowledge
✓ we want to part of common success in the
organizations we work with
We are successful because we share our cause, our
purpose and our beliefs with the people we work with

15. 15
What happens next is
kind of magic!!

17. Let's talk about Performance
Management
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18. 18
What is not meant with
Performance Management?

19. 19
✓ your boss is giving you goals which you
will never be able to reach
✓ you focusing on numbers
✓ an HR concept to evaluate people
✓ A tool to filter high and low performers in
the first place
✓ something you have to be afraid of
✓ a tool only for the company in the first
place

20. 20
Performance Management is the commitment
of a company to invest in its people and work
with its organisation.
To create an environment of inspiration, hope,
development, self drivenness, self
organization and at last, agility and flexibility.

21. But why based on feedback?
21
✓ In order to be successful and feel fulfilled, we need
continuous feedback. The problem: we are not used
to it at all
✓ We need our peers to give us feedback to grow
constantly both personally & workwise
✓ Without continuous feedback, no Performance
Management is possible at all
Feedback is the missing link between good and bad
Performance Management

22. But how does it work?
22
✓ Always be ready to receive as well as give constructive feedback
✓ Do not be afraid... You will learn very fast how extraordinarily you will grow only by being open
to it
✓ Use your peers to give it a try: give and receive feedback on a regular basis
✓ Use your HR department to learn more about the tooling, the positive effects and also the
mistakes which might be made
✓ Do not wait until any conflict is coming up before talking to people but do it directly if possible
We need to be brave and try

23. 23
The result of continuous
feedback / giving and
receiving is ?

24. 24
Building
Relationships

25. 25
Trust