As an engineering intern in an R&D department almost 60 years ago I learned that there are two basic ways to experiment to validate whether a new manufacturing or business process is effective. The first is testing a specific theory – you think you know what...
As an engineering intern in an R&D department almost 60 years ago I learned that there are two basic ways to experiment to validate whether a new manufacturing or business process is effective. The first is testing a specific theory – you think you know what...
Every hiring manager knows this paradox: When we promote someone internally, we're right about 85% of the time. When we hire externally, we fail more than half the time. Why? The answer lies not in our judgment, but in what we can actually measure during the...
I recently heard a great story on Instagram about how Steve Jobs classified employees using an ABC model. It’s based on a simple but powerful metric: how managers feel when someone resigns. When an A-player resigns managers feel terrible, knowing this person will be...
I recently heard a great story on Instagram about how Steve Jobs classified employees using an ABC model. It’s based on a simple but powerful metric: how managers feel when someone resigns. When an A-player resigns managers feel terrible, knowing this person will be...
It's what people DO with what they HAVE that matters, not what they HAVE. You can easily figure this out using the performance-based interview.Start with a work history review to figure out the having part. Then ask about their major accomplishments to determine the...
Quantum Hiring will soon be here but for now we'll stick with calculus and "Moneyball for HR!" All of these idea takes the use of data to another level when it comes to making better hiring decisions. "Moneyball for HR!” is based on the concept that the best people...
When the demand for top people exceeds the supply, you need to implement an "Attract the Best" talent strategy, not one that's designed to weed out the unqualified. Yet it seems to me, HR Tech designers and their HR customers are ignoring this basic Economics 101...
At a hiring manager training program last week, I ended the multi-day program with two pieces of advice. First, invoke the “No 2s”rule to prevent most hiring mistakes – immediately! A Level 2 is a person who is competent to do the work but not motivated to do it. As...
Decades of organizational research have consistently identified what separates exceptional employees from average ones. The Five Pillars: What Research Tells Us Results & Impact: McKinsey's research on high performers shows these individuals don't just complete...
At a hiring manager training program last week, I ended the multi-day program with two pieces of advice. First, invoke the “No 2s”rule to prevent most hiring mistakes – immediately! A Level 2 is a person who is competent to do the work but not motivated to do it. As...
Win-Win Hiring means measuring hiring success on the first year anniversary date, not the start date. This means both the new hire and the hiring manager enthusiastically agree – one year later – that they made the right decision. One way to increase the likelihood of...
This Fortune article describes why your HR tech AI project will likely fail despite what all of the HR pundits tell you. It summarizes what Julie Sweet - the CEO of Accenture - has found to be the three red flags when it comes to using AI improperly. It all comes down...
There's a Better Way to Assess Work Ethic, Grit and Motivation At a recent Performance-based Hiring training sessionfor hiring managers I was bombarded with questions on how to hire people who were willing to work long hours. When I asked them what they were now...
In the war for talent, efficiency is a participation trophy. Transformation is how you win. Note: This is a fictional account drawn from real situations in multiple companies — a composite of leaders who’ve faced the same challenge. The names and details are...
Note: This is a fictional account drawn from real situations in multiple companies — a composite of leaders who’ve faced the same challenge. The names and details are fictional, but the underlying issues are real. This could be your story, too. Now let the tale...
As this research report points out, the most predictive factor in hiring success isn't credentials, experience, or skills – it's the degree of connectedness between candidates and the organization. The graphic above reveals an uncomfortable truth. Internal mobility...
As this research report points out, the most predictive factor in hiring success isn't credentials, experience, or skills – it's the degree of connectedness between candidates and the organization. The graphic above reveals an uncomfortable truth. Internal mobility...
It’s time for a hard reset. Let's put the person in charge of making the hiring decision in charge of the entire process! Hiring managers need to step up and measure their success by the quality of the people they've hired. But the metric of success is not measured on...
"Performance-based Hiring sounds great, but we don't have time for lengthy interviews." I hear this objection constantly. Hiring managers acknowledge that Performance-based Hiring is superior – assessing candidates on what they've accomplished beats checking boxes on...