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

The Hidden Cost of Hiring Mistakes is Enormous

The Hidden Cost of Hiring Mistakes is Enormous

It turns out that the actual cost of hiring people who wind up in the bottom half is at least $100 thousand per bad decision and for managers it’s a big multiple of that! This is based on the fact that the average revenue per employee for those in the Fortune 500 is $1 million with a variable margin about 40% or $400 thousand.

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The #1 HR Metric of All Time

The #1 HR Metric of All Time

For a quarter of a century, Human Resources departments have grappled with quantifying the elusive ‘Quality of Hire’—a metric that, until recently, seemed more like a mirage than a measurable figure. It’s often been considered the Holy Grail of HR metrics due to its direct impact on an organization’s success. But why is Quality of Hire so critical, and how has it remained so evasive over the years?

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Measuring Quality of Hire

Measuring Quality of Hire

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 accurate or now flawed. Here’s the full dialogue. Below is the short summary.

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A Non-(so)-Fictional Win-Win Hiring AI-Story

A Non-(so)-Fictional Win-Win Hiring AI-Story

I asked ChatGPT to write a story about the legal and diversity hiring implications of using Performance-based Hiring based on this whitepaper from Littler. I was shocked by the story it wrote with such a simple prompt.

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Converting Jobs into Careers

Converting Jobs into Careers

Using a single sentence prompt I asked ChatGPT to convert this LinkedIn Learning course on embedding post-hire success into the pre-hire process into a compelling super short story. It follows below. Send us a link to one of your open job descriptions and we’ll show you how to make Amelia’s story yours.

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Hiring for Success – Part 7

Hiring for Success – Part 7

With AI, there’s a new math for hiring. It turns out everyone can now be in the top half of the top half. To get there candidates and hiring managers both need to be more discriminating and make wiser decisions. Getting to the top 10% takes a little more effort. For some it’s worth it.

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Using AI, Everyone Can Now Be in the Top Third

Using AI, Everyone Can Now Be in the Top Third

According to ChatGPT everyone can now be in the top third despite the mathematical absurdity. These are people who are more motivated, more satisfied, more productive, stronger team players and more flexible. Here’s all you need to do to get started.

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Choosing a Career Path: Why Strategy Matters More Than Salary

Choosing a Career Path: Why Strategy Matters More Than Salary

I asked ChatGPT to write a story based on this post and 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.

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GAI’s Tip of the Hiring Iceberg

GAI’s Tip of the Hiring Iceberg

Spoiler alert. This could be scary. It represents the future of hiring.

I just used ChatGPT to fundamentally change how job candidates will be sourced, assessed, recruited and managed in the future. Here’s how to get started. If you dare.

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Using ChatGPT to Conduct Job Analysis

Using ChatGPT to Conduct Job Analysis

It’s important to note that using behavioral interviewing #BEI without a detailed job analysis pretty much invalidates the entire interview. Without knowing how a skill, competency or behavior is actually used on the job, the assessment is left to the interviewer’s biases and perception of the job and how well the candidate presented their answer.

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On Becoming a Super Recruiter

On Becoming a Super Recruiter

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:

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Exposing the “Veneer of Superficiality” Interview

Exposing the “Veneer of Superficiality” Interview

As a recruiter I abhorred the idea that an outstanding candidate for an important job was being judged by a person who wasn’t a very good interviewer. Sadly, after having debriefed over one thousand different interviewers, I estimate that about two-thirds fell short. And too often the assessments of those who were valid were overridden or discredited by those who weren’t.

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