The "Win-Win" Performance-based Hiring Articles, Insights and Podcasts

How to Measure and Max Quality of Hire – Part 1

How to Measure and Max Quality of Hire – Part 1

Quality of hire is a crucial metric for organizations as it directly impacts overall performance, employee retention, and business outcomes. However, companies often struggle to agree on how to measure it due to the multifaceted nature of job performance and the subjective elements involved in traditional evaluation methods.

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Think Like a CFO: Transforming HR Decisions into Strategic Financial Wins

Think Like a CFO: Transforming HR Decisions into Strategic Financial Wins

In an earlier life, I was a financial analyst at the HQ of a Fortune 50 company evaluating business plans, R&D projects, new ventures, acquisitions and capital investments of all types. Later on as a recruiter I placed hundreds of people in leadership roles, including sales, operations and logistics where an understanding of financial decision-making was an essential skill. This newsletter will help HR professionals embrace this type of financial thinking as part of an on-going series of webcasts, “Moneyball for HR!” and our series of complementary LinkedIn Learning programs.

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Spot High Achievers with These Sherlock Clues

Spot High Achievers with These Sherlock Clues

Predicting a candidate’s on-the-job performance often feels like solving a mystery. For me the mystery was solved when I discovered that by focusing on what people DO with what they HAVE, rather than what they HAVE in terms of skills, experiences and competencies, it was possible to more accurately predict their performance.

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Turn the Tables: Proactive Questions to Ask in Your Next Job Interview

Turn the Tables: Proactive Questions to Ask in Your Next Job Interview

I asked ChatGPT to write a summary of this video interview course “How to Prepare for Your Interview.” It’s pretty close. The idea is that by asking question you’ll be able to showcase your accomplishments rather than being asked to respond to a bunch of inane questions. This approach will work real wonders for those who aren’t too confident when being interviewed. CAUTION: It’s important to not ask self-serving questions, e.g., what’s the benefit plan, WFO policy, and the like, until it’s clear the company wants to invite you back for another round. Then these questions are okay. As an FYI, I’ve prepped thousands of candidates using this approach and as I said in the conclusion to The Essential Guide for Hiring & Getting Hired:

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Building a DOING vs. Having Corporate Culture

Building a DOING vs. Having Corporate Culture

Long ago (in the 1980s), I discovered that I could attract stronger candidates and generate additional referrals when I described some of the challenges in the job and how they impacted the business strategy as part of an exploratory conversation. In fact, to get most of these prospects to talk to me all I had to do was just ask them if they’d be open to discuss an opportunity if it represented a potential career move. Few said no when phrased this way.

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Rethinking the Employment Interview

Rethinking the Employment Interview

I asked our new ChatGPT Performance-based Hiring application to summarize an article written a few years ago inspired by Charlie Rich’s song, “Behind Closed Doors.” You’ll be able to create your own instant “Behind Closed Doors” interview guides using the application.

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How to Assess True Motivation

How to Assess True Motivation

During a recent Performance-based Hiring workshop for hiring managers I suggested that measuring motivation to excel was the secret sauce in hiring outstanding people. This is “n” in the Hiring Formula for Success. One of the leaders suggested asking about five year career plans was how he assesses this. I pushed back and said the candidate’s answer was subject to the interviewer’s biases since diverse and minority candidates might have different career aspirations. Instead I offered an alternative as summarized in this ChatGPT- inspired story.

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These 20 Soft Skills Define Greatness

These 20 Soft Skills Define Greatness

The people who got ahead the fastest had the strongest “soft” skills. A few weeks ago I described how to use the Hiring Formula for Success shown in the graphic as the foundation for interviewing anyone for any job. The formula can be used as a guide during...

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The Single Best Way to Improve the Candidate Experience: A Thought Piece

The Single Best Way to Improve the Candidate Experience: A Thought Piece

Despite investing billions annually over the past quarter century, little has been achieved in increasing interviewing accuracy; measuring, predicting and improving quality of hire; reducing churn, improving job satisfaction or hiring more talented people. The only obvious outcome from this enormous spend is an estimated fivefold increase in unqualified candidates applying for jobs, enabled by the ease of a single-click application process.

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Performance and Diversity Are Not Mutually Exclusive

Performance and Diversity Are Not Mutually Exclusive

In my first search project (in 1978!) the president of a manufacturing company told me he wanted to hire someone as a plant manager who had 10-15 years experience in the field, a technical degree, be results oriented and have strong communication skills. I told him this was not a job description it was a person description.

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Moneyball for HR: Transforming Human Resources through Data Analytics

Moneyball for HR: Transforming Human Resources through Data Analytics

Note: For full disclosure, this post was written by ChatGPT by providing it a short summary of a new course now being developed for LinkedIn Learning with the working title, “Moneyball for HR.” This new course represents the second part of a course released in December 2023, “Change Management for HR.” The theme behind both courses is that in order for change to spread organically it must begin by getting early adopters onboard early and using evidence to drive the change program companywide. This article describes how HR leaders can adopt this methodology. Contact us if you have some case studies you’d like to share that leverage the power of data analytics to drive change.

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Comparing Job Offers

Comparing Job Offers

Below is an article I wrote a few years ago about how to change jobs based on career reasons rather than just the size of the compensation package. The intent of the original article was to highlight the importance of not treating job changes as short-term transactions but more as long-term investments.

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This Existential HR Gap is Widening

This Existential HR Gap is Widening

As part of doing the research for a new course for LinkedIn Learning on how to use data-driven evidence to drive HR change, I’ve discovered a potential existential threat to the HR department. And I don’t think I’m “crying wolf” here, either, but be sure to comment below and add your perspective.

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Developing a Personal SWOT to Ace the Interview

Developing a Personal SWOT to Ace the Interview

This newsletter has been created for job seekers, recruiters and hiring managers who want to learn how to conduct an objective performance-based interview. This specific article is designed to help candidates prepare for this type of interview which involves having candidates describe major accomplishments most comparable to the performance needs of the job. Here’s the short course for those who want to understand the background underlying this methodology.

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Talent-Centric Hiring: Moving Past Traditional HR Practices

Talent-Centric Hiring: Moving Past Traditional HR Practices

When the demand for outstanding talent outstrips the supply, you must break away from traditional HR constraints that inadvertently put a lid on the quality of the people seen and hired. (FYI, we discuss these controversial ideas at our monthly Hire with Your Head book club meetings. Please join us.)

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