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Controlling Bias Passive Candidate Recruiting Quality of Hire

Don’t Make Strategic Career Decisions Using Tactical Information

Lydia greeted Alex with a concerned look, the hum of the coffee shop blending with the gravity of their conversation. Lydia, once his boss and now a mentor figure, was someone who could help him figure out how to make important career decisions. Alex reached out to Lydia and asked if they could meet to […]

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Diversity Hiring Performance-based Interview Quality of Hire

The Hidden Cost of Hiring Mistakes is Enormous

It turns out that the actual cost of hiring people who wind up in the bottom half is at least $100 thousand per bad decision and for managers it’s a big multiple of that! This is based on the fact that the average revenue per employee for those in the Fortune 500 is $1 million […]

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Passive Candidate Recruiting Performance-based Interview Quality of Hire

Elevating Job Descriptions: A Performance-Based Approach

Note: I asked ChatGPT to write this post in my style. It also came up with the title. It took less than one minute. It took me more time to cut and paste this into LinkedIn. What do you think?

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Current Articles Performance-based Interview Quality of Hire Recruiting & Closing

On Becoming a Super Recruiter

When creating a talent acquisition strategy it’s important to note that about 20-25% of those in the workforce are always actively looking for another job. This is the group companies need to target to fill open jobs as rapidly as possible. There’s another 20-25% who are always proactively passive. Don’t even attempt to contact these people unless you’ve worked with the person before. Given this, it’s obvious the candidates you’ll want to hire for your most important roles are in the other 50-60%. While this is the ideal talent market, these people won’t respond to your emails or calls unless you become an expert at passive candidate recruiting. This involves a number of critical skills, in particular:

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Assessing Soft Skills Passive Candidate Recruiting Quality of Hire

Changing the Hiring Conversation: From Qualifications to Performance

I’ve always found it odd – maybe even dumb – to hire people based on their skills and depth of experience without telling them much about the job until they start. Then to determine if they are good or not after they’re hired, we assess them on their performance doing some job they weren’t assessed on.

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Passive Candidate Recruiting Performance-based Interview Quality of Hire

Should I Stay or Should I Go

The other day someone asked me if she should quit her job. I handed her the graphic shown above and told her to rank the six factors on a 1-5 scale from terrible to outstanding.

Categories
Quality of Hire Recruiting & Closing Talent Strategy

The NEW Most Important Interview Question of All Time

You might recall that this was formerly known as the most important interview question of all time.

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Current Articles Performance-based Interview Quality of Hire Talent Strategy

The 10 Best Predictors of Success that AI Can’t Find

Having tracked the performance of thousands of senior professional staff and managers over the past 50 years it turns out it’s not hard to predict who will be successful. All you need to do is ask candidates to describe their major accomplishments most comparable to the key performance objectives (KPOs) of the open job. As long as you dig deep enough the factors shown below will pop out. Consistency is what matters, though, not one-time occurrences. This preview of the Sherlock Holmes deductive interview describes the probing needed to gather this information.

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Current Articles Quality of Hire Talent Strategy

Do This First Before Ever Asking About Goals

The worst question about career goals is something like, “What’s your major career goal for the next five years?”

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Controlling Bias Current Articles Diversity Hiring Quality of Hire

Hiring Leaders Requires New Thinking

As you’ve discovered if you’d tried to hire any senior level person, the process for hiring leaders for these critical spots is much different than hiring everyone else for this one simple reason:

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Current Articles Quality of Hire Rethinking the Job Description Talent Strategy

Hiring More Leaders Starts by Changing Your Hiring Strategy

Many years ago I worked with LinkedIn on preparing a video highlighting the importance of developing a hiring strategy based on attracting the best rather than one designed to filter out the weak. It turns out that without the right talent strategy it’s not possible to hire more leaders on a consistent basis. Chance, hope, the latest technology or job boards won’t help. While the message in the video is still true today, most people will have some Catch-22 excuse why it won’t work.

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Quality of Hire Recruiting & Closing

This One Question Will Change Who You Hire

Simply put, if you describe work as a series of performance objectives rather than a list of skills, experiences and competencies you can attract a broader pool of more diverse and high potential talent.

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Performance-based Interview Quality of Hire

Top Labor Attorney Describes How to Attract Outstanding Diverse Talent

As part of the research for the 4th edition of Hire with Your Head I asked the #1 OFCCP/EEO legal authority in the U.S. to validate the entire Performance-based Hiring process.

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Passive Candidate Recruiting Quality of Hire

When Recruiting the Big Fish “No NOs!”​ Is the Rule

More than 40 years ago the #1 recruiter in the world told me that applicant control was the key to making 2-3X as many placements per month. It took me one full year to master the technique but my placement rate soared by over 3X during the next 18 months as a result. More importantly, 75% of these candidates who were subsequently placed over the next 25+ years (more than 600 people!) were either assigned to stretch projects or got promoted during the first year. Just as important, less than 10% left during the first year.

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Performance-based Interview Quality of Hire

Use Win-Win Hiring to Cut the Hidden Cost of Bad Hiring Decisions in Half

I was just finishing up the 4th edition of Hire with Your Head (Wiley, Q3 2021) when a call came in from a talent leader asking about the cost for training her 30-35 hiring managers to implement Performance-based Hiring at her company.

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Performance-based Interview Quality of Hire

Interviewing Gamesmanship Starts by Learning the Rules of the Game

Over the past 40+ years I’ve interviewed thousands of candidates for manager, director and VP level positions. Very few of these candidates actually applied for the job being filled at the time. Most were found via LinkedIn or a referral. Nonetheless, I was dumbfounded that many of these people weren’t great interviewees, yet most were all remarkable people doing their jobs.

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Passive Candidate Recruiting Quality of Hire

Don’t Hire Anyone Who Can’t Answer These 3 Questions

One of our clients asked if we could develop a short version of Performance-based Hiring that hiring managers would actually use. Three questions seemed to do the trick as long as the hiring manager first defined job success as five or six key performance objectives (KPOs).

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Passive Candidate Recruiting Quality of Hire

Use the Whole-Brain Interview to Predict Quality of Hire

After years of interviewing and tracking hundreds of people post-hire, it became obvious that most candidates get hired based on criteria that doesn’t predict success: typically, their individual contributor skills, depth of technical skills, an ability to interview well and their personality. The problem with this is that when they underperform it’s largely due to their lack of soft skills; poor decision making; weak organizational ability; inability to fit with the team, manager or company culture; and lack of motivation to do the actual work required.

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Performance-based Interview Quality of Hire

Interviewing is Not About Asking the Right Questions; It’s About Getting the Right Answers

While asking a bunch of standard behavioral questions might help eliminate weak candidates, that approach will backfire when interviewing the strongest candidates. In fact, I’ll contend that with just two basic questions you can accurately predict ability, motivation, fit, performance and potential. One question involves digging into the candidate’s major accomplishments, the other how the person would figure out how to solve a realistic job-related problem.

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Performance-based Interview Quality of Hire

The Best Answer for the Most Important Interview Question of All Time

One of my first posts on this LinkedIn Influencer site, The Most Important Interview Question of All Time, was read by more than 1.5 million people. It’s still worth checking out. Following is the quick summary with a helpful twist for job seekers.

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Quality of Hire Talent Strategy

How Job Seekers Can Create Win-Win Hiring Outcomes

If a candidate accepts an offer largely based on the title, compensation and location, a Win-Win Hiring outcome is unlikely. Win-Win Hiring means the hiring manager is happy with the person’s performance on the one-year anniversary date and the new employee still finds the job motivating and satisfying. Achieving this positive outcome requires a lot of effort before, during and after the interview by everyone involved, especially the job seeker.

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Quality of Hire Recruiting & Closing Talent Strategy

An Open Letter to Everyone Who Has Struggled Hiring Techies

I thought you’d be interested in a story about how one company figured out how to attract stronger and more diverse talent for some senior technical roles using an unusual approach.

Categories
Passive Candidate Recruiting Performance-based Interview Quality of Hire Rethinking the Job Description Talent Strategy

Use This 3-step Win-Win Hiring Program to Ensure You Land the Right Candidate

In part 1 of this series, I suggested that in order to increase interviewing accuracy beyond the 65% standard of behavioral interviewing, you needed to first ask this question when opening up a new job requisition

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Quality of Hire Talent Strategy

Use Insight, Not Guesswork, to Hire the Top-Third – Part 2

In part 1 of this series, I suggested that in order to increase interviewing accuracy beyond the 65% standard of behavioral interviewing, you needed to first ask this question when opening up a new job requisition

Categories
Current Articles Performance-based Interview Quality of Hire Recruiting & Closing

This Fatal Flaw in Competency Models Prevents Hiring Success

At the beginning of a recent corporate recruiter workshop a hiring manager I had worked with previously at LinkedIn, asked if he could tell a Performance-based Hiring interviewing story.

Categories
Quality of Hire Recruiting & Closing Talent Strategy

5 Interview Prep Tips to Help Ensure Your Good Candidates Aren’t Being Excluded for Bad Reasons

While writing my book, The Essential Guide for Hiring & Getting Hired, I found it challenging to write the section about “Getting Hired” since my target audience was primarily hiring managers, interviewers, and recruiters. But I felt the “Getting Hired” part was important to add in order to give job seekers a chance to take control of the interview whenever they felt they weren’t being fairly assessed.

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Quality of Hire Recruiting & Closing Talent Strategy

Job Seekers Need to Control the Interview with These Questions

I tell hiring managers that if a candidate accepts an offer largely based on the title, compensation and location a Win-Win Hiring outcome is problematic. Job seekers need to be equally concerned.

Categories
Quality of Hire Talent Strategy

Using Metrics to Achieve Win-Win Hiring Outcomes

Win-Win Hiring means that after the first year both the hiring manager and the person hired still agree it was the right decision with no regrets.

Categories
Quality of Hire Talent Strategy

Use the BEST Test to Assess “Bias for Action”

A recent post on CNBC indicated that Amazon’s Jeff Bezos’ is “obsessed” with a bias for action decision-making style. To see if you, those you know and those you might hire possess this critical trait, answer these questions using this 1-5 scale before reading further.

Categories
Passive Candidate Recruiting Quality of Hire

How to Calculate the Cost of Bad Hiring Decisions — and Avoid Them in the Future

While inquiring about the status of a hiring manager interview training proposal, a client told me she would get back to me as soon as they got their budget approved for next year. As part of our discussion, I asked how much they included in their budget for bad hires.

My client’s answer was that she hadn’t given this much thought, but she was intrigued by the idea. She also asked how she could figure out the cost of bad hires since it was an obvious and recurring cost, but one that was hard to put a number to. Some of the cost was taken by the legal department, but most of it was in lost performance and hard to even begin to calculate.