Archive for 2020

Interviewing Gamesmanship Starts by Learning the Rules of the Game

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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Posted in: Performance-based Interview, Quality of Hire

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10 Ways to Reduce Interviewer Bias

10 Ways to Reduce Interviewer Bias

In my 45+ years as a recruiter, one of the many things I’ve learned is that strangers get a bad deal when it comes to being accurately assessed during interviews. While people who are known to the hiring manager are assessed on their past performance, strangers are judged on their motivation to get the job, a bunch of generic competencies, the depth of their technical knowledge and the quality of their presentation skills. Worse, all of these factors are viewed through a biased lens filled with misconceptions and flawed logic.

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Posted in: Controlling Bias, Diversity Hiring

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This 2-Question BEST Test Beats DiSC, MBTI and PI

This 2-Question BEST Test Beats DiSC, MBTI and PI

Back in the ‘80s I took my first DiSC personality assessment and its cousin, the Predictive Index (PI). Like the Myers-Briggs type indicator (MBTI), these types of assessments involve a series of either/or questions like, “Would you rather attend a beer bust or do root cause analysis?” The DiSC and PI tests concluded I liked to persuade people with a hammer and that I was a weak analyst.

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Posted in: Assessing Soft Skills, Talent Strategy

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Use the Whole-Brain Interview to Predict 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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Posted in: Passive Candidate Recruiting, Quality of Hire

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

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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Posted in: Performance-based Interview, Quality of Hire

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The Future of Recruiting Might Not Have Any Recruiters

The Future of Recruiting Might Not Have Any Recruiters

The past few months have been challenging for the staffing industry. LinkedIn has just announced its first layoff as companies reduce their Recruiter seat licenses, ATS vendors are reducing their teams and scaling back, HR tech vendors are cutting costs and rethinking their futures, live recruiting and sourcing conferences have been put on hold and staffing firms and RPOs are scrambling for more business as their PPE loans run dry.

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Posted in: Passive Candidate Recruiting, Performance-based Interview

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How Recruiters Can Drive Diversity Efforts

How Recruiters Can Drive Diversity Efforts

The entire recruiting and staffing industry has been upended in the past few months. Live recruiting events and conferences have been canceled. Some recruiting teams are scaling back or putting projects on hold, while others are focusing on reskilling or redeploying teammates to other business priorities. On top of this, we’re also seeing a trend towards a hiring manager do-it-yourself model that basically bypasses the recruiter and sourcer entirely. However, we are seeing one big area of opportunity: Recruiters who are true value-added partners to their hiring managers by sourcing, recruiting, and closing outstanding talent — especially diverse talent. These recruiters are in high-demand and this demand is increasing. But being successful in this new opportunity requires a different set of skills and competencies. By benchmarking best practices, we’ve been able to capture these skills in our new “Recruiter of the Future” competency model. Download it here and be sure to sign up for our ongoing series of webcasts. (The next one is July 29, 2020, but if you can’t make it, you’ll still be able to find the recording.) The metric of success in this competency model isn’t jobs filled on time and at the lowest cost, but quality of hire and job satisfaction on the candidate’s first-year anniversary date, not their start date. We refer to this idea as “Win-Win Hiring.” A successful Win-Win Hiring outcome occurs after one year when the hiring manager fully agrees the new hire is an outstanding performer and the new employee is

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Posted in: Controlling Bias, Diversity Hiring

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4 Clues That You’re About to Make a Bad-Hiring Decision

4 Clues That You’re About to Make a Bad-Hiring Decision

The cost of your company’s bad hiring decisions can be staggering. To calculate this cost, I tell my clients to add the first-year turnover rate to the percentage of people who the company wouldn’t rehire. This number is your company’s Bad Hiring Rate (BHR). Next, I ask them to multiply the BHR with the total increase in payroll for new hires to calculate the cost of bad hiring decisions at your company.

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Posted in: Performance-based Interview, Talent Strategy

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Advice from Sherlock Holmes On How to Assess Technical and Team Skills

Advice from Sherlock Holmes On How to Assess Technical and Team Skills

Last week on my “Almost Daily Recruiting Show” one caller suggested competency-based interviewing was the solution to all interviewing problems. I begged to differ. I contended that competency or behavioral interviewing wasn’t effective unless it was tied to a good understanding of the performance objectives of the job and the underlying environment. The point made was that just about everyone can give examples of when they used a competency like results-oriented, effective communication skills or strong collaboration ability, but if these aren’t directly related to the actual requirements of the job itself, a proper assessment is not possible.

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Posted in: Passive Candidate Recruiting, Talent Strategy

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The Two Questions You Must Ask to Ensure a Win-Win Hiring Outcome

The Two Questions You Must Ask to Ensure a Win-Win Hiring Outcome

A Win-Win Hiring outcome means the hiring manager and the new hire both agree it was the right decision one year into the job. While defining hiring success at the one year anniversary date rather than the start date is a worthy goal, it requires some significant process reengineering efforts to achieve it on a consistent basis. The first is recognizing what works and what doesn’t and then asking two critical questions during the interview.

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Posted in: Performance-based Interview, Talent Strategy

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How Job Seekers Can Create Win-Win Hiring Outcomes

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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Posted in: Quality of Hire, Talent Strategy

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

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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Posted in: Passive Candidate Recruiting, Performance-based Interview, Quality of Hire, Rethinking the Job Description, Talent Strategy

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

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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Posted in: Quality of Hire, Recruiting & Closing, Talent Strategy

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