Tõnis Arro
Co-founder, Wisnio and Executive Lab
How to analyse a position
Effective hiring begins with a thorough understanding of the role you're hiring for. This process, known as position mapping or job analysis, serves as the foundation of the hiring process. A well-crafted position map ensures that all stakeholders align on who they are looking for and what success in the role looks like.
A position map is not a vague job description drafted in isolation. Instead, it’s a collaborative agreement among stakeholders—hiring managers, team leaders, and executives—about the expectations, requirements, and outcomes of the role.
It answers critical questions such as:
- What does the role require?
- What are the measurable objectives for the new hire?
- Which skills and competencies will set a top candidate apart?
Watch and Practice: Real-Life Example
Below is a video of a hiring manager attempting to describe their ideal candidate. Watch carefully, then try to draft a job specification based on the information provided.
Reflection: How easy was it to write a job specification based on the manager's explanation? If you found it challenging, you’re not alone. Many hiring managers struggle to articulate their needs in a clear, actionable way.
Improving Position Mapping: Best Practices
To ensure clarity and effectiveness, position mapping should follow a structured approach. Watch the mini-lecture below as Tõnis Arro explains how to gather the necessary information and build a robust position map.
The position map is not just a general description drafted by the HR team; it is a collaborative agreement among all stakeholders involved in the hiring process. Multiple managers and executives are often involved, and the first step is to reach a consensus on the ideal candidate profile.
This agreement encompasses the role description, key objectives, position requirements, and core competencies essential for differentiating candidates. Collectively, these criteria form the position description aka position map.
While it may be tempting to include every possible detail, it's not advisable. A position map should focus on a maximum of ten measurable criteria.
Key Elements of a Position Map
To create a position map that serves as a strong foundation for your hiring process, include the following:
1. Role Description
Summarize the role in 1-2 sentences. Avoid lengthy introductions or exhaustive lists of requirements. Instead, keep it concise and focused on the role's primary purpose.
Example: "Lead the strategic direction and daily operations of the sales department, driving revenue growth and team performance."
2. Key Objectives
Define 3-5 measurable objectives the new hire should achieve within their first year. Focus on outcomes, not tasks.
Example:
- Increase quarterly revenue by 15%.
- Launch a new customer retention program within six months.
- Establish partnerships with three key industry players.
3. Role Requirements
Specify the skills, experience, and qualifications necessary for success. Include only the essentials—those that cannot be learned on the job in a short time.
Example:
- Proven experience in managing a sales team.
- Fluency in Spanish and English.
- Minimum of five years in a senior sales leadership role.
4. Core Competencies
Identify 3-5 competencies that distinguish top performers in the role. Consider both technical and interpersonal attributes.
Example:
- Strategic thinking.
- Influencing others.
Tip: Use a competency library, such as the one developed by Wisnio, based on Spencer and Spencer’s research on 20 critical competencies.
Additional Resources:
From Theory to Practice
Once you've crafted the position map, ensure it is practical and actionable. To see how this works in real life, watch the video below where an executive search consultant facilitates a conversation with a hiring manager to refine the position map.
That was already much better! The consultant helped to facilitate the conversation, and we got good details about the position and what the new hire is expected to achieve.
Position Mapping Made Easy with Wisnio
Position mapping doesn’t have to be complex. At Wisnio, we’ve built a hiring tool that simplifies this critical process. With our platform, you can:
Create structured position maps using ready-made customisable hiring/success scorecards.
Collaborate seamlessly with stakeholders to align on role expectations.
Access a comprehensive library of competencies to ensure your descriptions are accurate and effective.
Ready to streamline your hiring process? Try Wisnio’s Position Mapping Tool and experience a smarter way to hire.
Self-check quiz
Who’s responsible for the position mapping?
- HR
- Stakeholders (hiring manager and others)
Up Next: Learn how to find and screen candidates effectively. Let’s move to the next stage of the hiring process!
