I’m now working with a big industrial company to help them overhaul their internal mobility program. The company just started using our Performance-based Hiring Quality of Hire Talent Scorecard for external hires and now wants a version to identify current team...
I always start a new search project with the hiring manager with this question, "What does the person in this role need to do to be successful over the course of the first year?" This always produces 5-6 key action-oriented performance objectives like, "Build and lead...
Sarah Jones had been an HR Business Partner at Meridian Systems for six years — long enough to survive three ATS migrations and more "transformational" recruiting initiatives than she could count. So when she knocked on CHRO Diana Reeves's door on a Tuesday morning...
We know that our best hires are people we’ve worked with before, internal promotions, and candidates highly referred by someone we trust. The reason is obvious. We know their past performance, how they fit with the team and culture and whether they take personal...
The shift to skills-based hiring is undeniably positive. But let's be clear: it's just one step in a multi-step process. You need to be sure the skills selected are the correct ones, that they’re being evaluated properly and you can attract qualified people who are...
"Moneyball for HR!" is about using data to make better hiring decisions. This one question stops turnover in its tracks and all of the damage it does. It should be asked 100% of the time before any job offer is approved. What does the person need to do in this role to...
This simple idea will begin a hiring revolution at your company and it needs to be on the first page of your company handbook. Never make an offer to a candidate without asking the hiring manager this question first: What does the person need to do in this role to be...
Consider this. We've built elaborate systems – competency matrices, skills assessments, personality profiles, behavioral interviews with STAR frameworks – that sound rigorous and scientific. But here's the uncomfortable truth: most organizations have no idea whether...
In 1944, engineers started circulating a brilliantly satirical technical description. The "turbo encabulator" supposedly used "a base plate of prefabulated amulite" to achieve "reciprocation of dingle arms to prevent side fumbling." The joke? It was complete gibberish...
To start the new year, I decided to ask four brilliant minds - Jobs, (Alfred) Adler, Ohno and Einstein to redesign the hiring process from scratch. Here's what they came up with. The Hiring Encabulator: A Philosophical Blueprint Imagine. Not reduce. Eliminate all...
In this earlier postI proposed the idea that we should combine the intellect of Steve Jobs, Alfred Adler, Taiichi Ohno and Albert Einstein and ask them how they would redesign the hiring process from scratch. The working title for the design they created is called...
The Hiring Encabulator is being designed to eliminate all hiring mistakes. Not reduce. Eliminate. That's 50% of new hires who underperform or quit within 18 months? Gone. The fake resumes. Gone. The 90-day wonders. Gone. The core innovation relies on an inverse...
Why is HR allowed to operate the only enterprise process where a 99.5% defect rate is considered normal — and then celebrate AI for making it faster? Now let me prove the shocking claim. First we just pulsed the major media market reviewing published reports for the...
HR Is the Last Function Still Flying Blind on AI Strategy. Here's the Data. When we pulse the market on strategic AI adoption by reviewing published reports for the past year, the results reveal a massive maturity chasm. Tech leads at 4.5 out of 5. Finance hits 4.1....
A $60 Billion Yearly HR Problem That Won't Go Away By Following the Leader By most estimates, global recruiting spend exceeds $60 billion annually. The yield? Less than 0.5% of applicants get hired – and half of those underperform or leave within 18 months. That's a...
This is a true story. More important: It's one you get to write. It will take place sometime in the next 12 months. Maybe at your company. Maybe in your department. It could be your story. Or not. That's up to you. Let's begin. It's about two moles we'll call them...
This is a true story. It will take place sometime in the next 12 months. Maybe at your company. Maybe in your department. Maybe... to you. It's about two moles. Harry and Harriet. Both are good workers – the kind who show up on time, hit their deadlines, and never...
(Inspired by my 9 year-old granddaughter who wanted to proudly show her "Papa Lou" what she had just built.) Minecraft for Management: Building High Performing Teams, Not Just Filling Seats Minecraft became the bestselling video game in history by measuring one thing:...
Why AI Investments in HR Are Failing And Why Turnaround Specialists Should Lead the Fix AI investments in HR are faltering. Companies are spending millions on AI-powered recruiting tools, chatbots, performance management systems, and learning platforms, yet most...
In this earlier post I suggested that excellence is universalregardless of the role. You can find them both using this one question: Tell me about your best work (describe your biggest job challenge)? Then dig deep 5-6 layers to uncover the attributes of excellence...