Develop a Trend Line to Measure Long-Term Impact

The trend line is also important. By going back 5 to 10 years, you’ll be able to observe the trend of these important traits over an extended period of time. This approach works for managers and nonmanagers alike, and entry-level or seasoned personnel. Students can demonstrate these traits early on, even in nonwork-related situations. You just have to look for them.

The trend line isn’t always obvious, but getting major objectives this way will help determine whether the candidate’s performance is on an upward trend, has flattened out, or is declining. A number of years ago one of my business associates asked me to interview a few candidates for his warehouse manager’s position. All of the candidates were strong and held similar positions, but only one was on an upward growth path and I recommended him, even though he was a little quiet. The other two had significant success early in their careers, but for the past 10 years had settled into comfortable situations. While both of them could do the current job and professed a desire to grow, neither had taken any action to invest in themselves. The other candidate was taking night classes, learning advanced distribution techniques, and developing his staff. No matter what a candidate tells you, look for these signs of upward growth, even if they’re not obvious in the candidate’s titles.