Lou Adler Group - Originators of Performance-based Hiring
I asked ChatGPT to write a story based on this postand the image below. It seems quite relevant today given that fact that most people are unhappy with their jobs. The theme: Time is your most valuable, don’t waste it. Given that. I’d rank number five as the most important. – LA, August 21, 2023. […]
I uploaded this PDF describing the 12 factors in our Hiring Effectiveness Index (HEI) into ChatGPT. I then asked if the scoring system would help a company identify potential problems in its current hiring processes.
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:
You might recall that this was formerly known as the most important interview question of all time.
It turns out that hiring outstanding talent on a consistent basis has little to do with your ATS, which job boards you use or the quality of your competency model. The process shown in the image below (PDF version) will give you consistent great results as long as you do these four things first:
In my semi-retired state, I’ve decided to give away my best secrets for recruiting and hiring the top 25% with a new type of training program. Many of them are highlighted in the infographic above. You’ll be able to learn and apply them all just by reading Hire with Your Head (4th ed, Wiley. September 2021) and becoming a participating member of our virtual book club.
It doesn’t take much research to figure out that for candidates who are hired primarily for their hard skills when they underperform it’s most often due either to their lack of soft skills, team skills or an inability to work with their hiring manager. These problems can be avoided by changing how candidates are assessed with more focus on the context of the job and the fit factors, not just their technical competency. The “how to do this properly” is fully covered in the 4th edition of Hire with Your Head (Wiley & Sons, September 2021) but the theme of hiring for the anniversary date, rather than the start date, is the real purpose of the book. This is called Win-Win Hiring.
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.
As part of the fourth edition of Hire with Your Head (Wiley, September 2021) we’re starting a unique book club for those who pre-order the book. Over the next several weeks I’ll be highlighting different themes from the book. This week focuses on the idea of hiring for the long-term rather than the start date in order to achieve consistent Win-Win Hiring outcomes.
Raising the talent bar involves consistently hiring people who are in the top half of their peer group. If this is a strategic talent acquisition goal for your company, you need to consider these fundamental truths about hiring people who are already in the top half:
Here is Lou Adler’s Hiring Troubleshooting Guide, a comprehensive listing which outlines the hiring problem and the solution.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.