APPENDIX – RESOURCES

RESOURCE: POSITION PROFILE TEMPLATE

Teams should begin creating or writing out the following:

  • Purpose Statement
  • Prompting questions include:
    • Why does this role exist?  
    • Why are we filling this role? 
  • About the Role
    • Prompting questions include:
    • What are the broad responsibilities of the role?
  • Values and Principles
    • Prompting questions include:
    • What principles are needed to be successful in this role (feel free to review Principles from the P2P framework for more guidance)?
    • Are there any overarching IMG principles (E.g. Teal O/S principles, JEDI principles) that should be represented in the role?
  • Skills, Duties + Responsibilities
    • Prompting questions include:
    • What are the specific duties and responsibilities for the role?
    • What are the required skills, experience, education, and competencies needed to complete the defining purpose of the role? 
  • Success Indicators
    • Prompting questions include:
    • What are the measurable indicators for success with expectations of activity, timelines or results (quantitative or qualitative)?
  • Key Accountabilities
    • Prompting questions include:
    • What are measurable accountabilities with expectations of activity, timelines or results (quantitative or qualitative)?
    • Who are the accountability parties for these accountabilities?
  • Advisors + Stewards
    • Prompting questions include:
    • Who are the people, roles, advisors, and stewards that will need to be engaged with to ensure success for the role?
    • Have these individuals been asked as to whether they want to help out regarding this role?
  • Compensation range and structure
    • Prompting questions include:
    • What was agreed to the consent to hire process (salary, bonus structure, benefits, etc.)?
    • What are the market realities?
    • What are the internal pay bands established for this role, if any? 
  • Culture Contribution Potential
    • Prompting questions include:
    • How does this role positively contribute to the culture here at IMG? Culture contribution potential here at IMG means how much does this role actively contributes to an environment in which all employees are encouraged to embrace a mindset of growth, acceptance, personal discovery, and the betterment of self, co-workers, and company.  
    • Are there any overarching IMG principles (E.g. Teal O/S principles, JEDI principles) that should be represented in the role?
    • Is there a training and development component to this role that addresses succession planning for the function or the team?

RESOURCE: ASSESSMENTS

There are a couple of behavioural assessments available including the Profile People System (PPS) the Bryq assessment. Feel free to ask about these assessments in your screening process. Here is a brief explainer for each assessment:

Explainer content or video for PPS

Explainer content or video for Bryq

In addition to behavioural assessments, IMG has access to eSkills, an online testing tool that offers testing for a wide variety of skills. eSkills can test for things like:

  • MS Office or tech proficiency (e.g. Excel testing)
  • Project admin and management
  • Communication skills
  • Accounting and finance
  • Human resources
  • Among many more!

Explainer content or video for eSkills

RESOURCE: SUCCESS INDICATORS FOR JOB

When building out success indicators for the job, hiring leads can utilize a F.A.S.T methodology (Frequently Discussed; Ambitious; Specific; Transparent). Utilizing FAST success indicators can increase performance, foster healthy team dynamics and link performance to concrete goals.

Explainer content or video for FAST methodology

Success indicator development can be supported by internal corporate recruiters or talent advisors as needed.

RESOURCE: TOP-GRADING COMPETENCIES AND SCORECARD

When building out success indicators for the job, hiring leads can utilize a F.A.S.T methodology (Frequently Discussed; Ambitious; Specific; Transparent). Utilizing FAST success indicators can increase performance, foster healthy team dynamics and link performance to concrete goals.

Explainer content or video for FAST methodology

Success indicator development can be supported by internal corporate recruiters or talent advisors as needed.

RESOURCE: A-TEAM/B-TEAM SHORTLISTS

Explainer content or video for the A-Team/B-Team shortlist methodology

RESOURCE: LOOK INTO OR REVIEW PATRICK LENCIONI’S IDEAL TEAM PLAYER FRAMEWORK

Explainer content or video for Lencioni’s Ideal Team Player

Looking for traits highlighted by Lencioni’s Ideal Team Player, being Hungry, Humble and Smart is a good practice for new IMG staff. Feel free to pick up a copy of his book to learn more.

RESOURCE: REVIEW LEADERS FOR LEADERS POLARITIES AND TENSION FRAMEWORK

Explainer content or video for Polarities and Tensions

Selecting candidates can be hard, and it can take us outside of our comfort zone. Reviewing materials regarding polarities and tensions as taught by Leaders for Leaders can be a worthwhile exercise in helping navigate tensions or polarities regarding candidate selection.

Feel free to reach out to your corporate recruiter or hiring support for any questions or support regarding selection.

HR/ONBOARDING RESOURCES

Here are some templates of how the Verbal Offer Email should look XXXX.

Here is a link to the current IT Requisition Form.