Tag: Recruiters

Measuring Quality of Hire

Post author By Lou Adler
Post date October 30, 2023

After tracking the 10-year performance of 100s of candidates I placed in mid-management roles from 1980 to 2000, I finally figured out how to measure Quality of Hire. It’s described in detail in Chapter 16 of Hire with Your Head (4th edition, 2021, Wiley). The other day I asked ChatGPT if the approach was still […]

Tags Interview Tips, Passive Candidate Recruiting, Recruiters, recruiting

Assessing Soft Skills Performance-based Interview Rethinking the Job Description

Anything you can do; AI can do better

Post author By Lou Adler
Post date July 24, 2023
No Comments on Anything you can do; AI can do better

I recognize this is a bit self-serving, but I asked ChatGPT if our Quality of Hire Talent Scorecard could be used to improve hiring results. I was surprised it was so insightful interpreting relationships and ideas that were never written. You’ll see what I mean below.

Tags Hiring Decisions, Hiring Success, Interview Questions, Interview Tips, Recruiters

Assessing Soft Skills Current Articles Diversity Hiring Performance-based Interview

The Best Interview Technique of All Time

Post author By Lou Adler
Post date August 14, 2022
No Comments on The Best Interview Technique of All Time

I think too many people including those in HR, OD experts, hiring managers and recruiters, believe being a good interviewer requires some remarkable insight into human behavior. I think they’re mistaken. There is an alternate path: being a good detective.

Tags hiring managers, Interview Technique, Recruiters

Assessing Soft Skills Current Articles

Recruiters Must Master These Critical High-Touch Skills to Stay Relevant

Post author By Lou Adler
Post date November 6, 2019
No Comments on Recruiters Must Master These Critical High-Touch Skills to Stay Relevant

Recruiters can play a strategic role in any company, but too often their focus is filling jobs with a reasonably competent person at a reasonable cost in some reasonable timeframe. But as far as I’m concerned, this kind of hiring is an overhead function that can be automated with some combination of an ATS, a chat bot, and a robot. A more strategic recruiter, on the other hand, is someone who can consistently raise the talent bar when the right talent is hard to find. Let the robots fill the easy positions. The recruiter of tomorrow is someone who can fill the hard roles, and take my word for it — in the future, there will be more hard ones to fill. Here’s how to get started.