Should I Stay or Should I Go
The other day someone asked me if she should quit her job. I handed her the graphic shown above and told her to rank the six factors on a 1-5 scale from terrible to outstanding.
Continue Reading →Author Archive
Leadership Lessons from the 1970s
I was a guest on Simon Fagg’s excellent After Dinner Leadership podcast last week. Simon brings an oldie with a newbie to discuss how business ideas of the past might still be useful today. Simon’s first question to me was to highlight some early leadership lessons that I felt were still relevant. Here’s what I came up with from the early 1970s.
Continue Reading →The NEW Most Important Interview Question of All Time
You might recall that this was formerly known as the most important interview question of all time.
Continue Reading →Back to Hiring Basics: Benchmark How and Why the Top 25% Change Jobs
It turns out that anyone can be in the top 25% with the right job, the right company, and the right hiring manager. But this is a rare event despite having spent $400-500 billion in job postings and HR tech in the past 25 years in the hope of matching the perfect job with the perfect candidate.
Continue Reading →Filling Generic Jobs with Generic People is a Recipe for Disappointment
It turns out that hiring outstanding talent on a consistent basis has little to do with your ATS, which job boards you use or the quality of your competency model. The process shown in the image below (PDF version) will give you consistent great results as long as you do these four things first:
Continue Reading →Avoid This Career Limiting Mistake When Changing Jobs
Make sure you read “15 Ways to Hack-a-Job” if you’re starting to think about changing jobs. Here are 107 other job posts for job seekers that will guide you step-by-step through ensuring you compare offers properly especially how to negotiate compensation. You’ll find the condensed version in The Essential Guide for Hiring & Getting Hired.
Continue Reading →5 Steps to Eliminate First Impression Bias and Hire the Right Candidate
First impression bias is the primary cause of most hiring mistakes. Why? Because when we feel good about someone right away, we tend to ask easier questions. And when we feel negative right away, we ask more difficult questions. In other words, we look (often subconsciously) to confirm our first impression.
Continue Reading →Posted in: Controlling Bias, Diversity Hiring
Leave a Comment (0) →Creating a Win-Win Hiring Culture Starts with a Win-Win Hiring Strategy
As part of the launch of the 4th edition of Hire with Your Head (Wiley, September 2021) we’ll be hosting a number of interactive webcasts where we work through active search projects using the principles of Performance-based Hiring as a foundation. We'll be demonstrating this idea at our next webcast with a focus on what recruiters need to do to connect with outstanding and diverse talent who are in high demand. The key to success here is to start with the right hiring strategy that maps to how these people look for new jobs.
Continue Reading →Posted in: Recruiting & Closing, Talent Strategy
Leave a Comment (0) →This One Change Opens the Talent Pool to More Outstanding Diverse Talent
I contend that the biggest reason companies struggle to hire outstanding diverse, non-traditional and high potential talent is that they continue to use job descriptions that require a skill set that puts a lid on quality of hire since most of the best people have a different mix of skills and experiences. Just as bad, the best people with the required skill-set aren’t interested in what appears to be an ill-defined lateral transfer. In essence the use of these types of job descriptions guarantees the company will hire people exactly like those they’ve already hired and not improve the quality, or the diversity of the people hired.
Continue Reading →Top Labor Attorney Describes How to Attract Outstanding Diverse Talent
As part of the research for the 4th edition of Hire with Your Head I asked the #1 OFCCP/EEO legal authority in the U.S. to validate the entire Performance-based Hiring process.
Continue Reading →When Recruiting the Big Fish "No NOs!" Is the Rule
More than 40 years ago the #1 recruiter in the world told me that applicant control was the key to making 2-3X as many placements per month. It took me one full year to master the technique but my placement rate soared by over 3X during the next 18 months as a result. More importantly, 75% of these candidates who were subsequently placed over the next 25+ years (more than 600 people!) were either assigned to stretch projects or got promoted during the first year. Just as important, less than 10% left during the first year.
Continue Reading →Use Win-Win Hiring to Cut the Hidden Cost of Bad Hiring Decisions in Half
I was just finishing up the 4th edition of Hire with Your Head (Wiley, Q3 2021) when a call came in from a talent leader asking about the cost for training her 30-35 hiring managers to implement Performance-based Hiring at her company.
Continue Reading →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.
Continue Reading →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.
Continue Reading →Posted in: Controlling Bias, Diversity Hiring
Leave a Comment (0) →Don't Hire Anyone Who Can't Answer These 3 Questions
One of our clients asked if we could develop a short version of Performance-based Hiring that hiring managers would actually use. Three questions seemed to do the trick as long as the hiring manager first defined job success as five or six key performance objectives (KPOs).
Continue Reading →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.
Continue Reading →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.
Continue Reading →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.
Continue Reading →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.
Continue Reading →The Best Answer for the Most Important Interview Question of All Time
One of my first posts on this LinkedIn Influencer site, The Most Important Interview Question of All Time, was read by more than 1.5 million people. It’s still worth checking out. Following is the quick summary with a helpful twist for job seekers.
Continue Reading →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.
Continue Reading →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.
Continue Reading →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.
Continue Reading →Reinventing Hiring Based on How the Best People Find New Jobs
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Leave a Comment (0) →Why the Best Candidates Rarely Become the Best Hires
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Leave a Comment (0) →Why the Best Candidates Rarely Become the Best Hires
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Leave a Comment (0) →How to Close More Candidates by Preventing Job Hopping Syndrome
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Leave a Comment (0) →Why Inbound Recruiting Will Soon be History
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Leave a Comment (0) →The Simple Solution to 3 of the Biggest Issues Recruiters Face
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Leave a Comment (0) →Eliminating These 3 Common Tools Will Disrupt (and Improve) Your Hiring Process
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Leave a Comment (0) →Why You Never (Ever) Want to Be an Inbound Job Candidate
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Leave a Comment (0) →Why AI Will Never Solve Recruiting’s Biggest Problem
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Leave a Comment (0) →Low Unemployment and Job Growth Demands a New Hiring Strategy
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Leave a Comment (0) →Lou Adler's Hiring Troubleshooting Guide
Here is Lou Adler's Hiring Troubleshooting Guide, a comprehensive listing which outlines the hiring problem and the solution.
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Leave a Comment (0) →This Trait Drives Personal Success
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Leave a Comment (0) →How to Assess If a Candidate Will Be a Team Player, Sherlock Holmes Style
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Leave a Comment (0) →This Is the Key Difference Between Good and Great Recruiters
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Leave a Comment (0) →Assessment Tests Often Exclude the BEST Candidates for the Worst Reasons
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Leave a Comment (0) →Eliminating These 3 Common Tools Will Disrupt (and Improve) Your Hiring Process
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Leave a Comment (0) →A Commonsense Idea for Removing Interview Bias
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Leave a Comment (0) →As Sourcing Becomes Easier, Recruiting Becomes Harder
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Leave a Comment (0) →How I Stumbled Upon the World’s Greatest Interview
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Leave a Comment (0) →This One Change Will Change Everyone You Hire
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Leave a Comment (0) →How to Use the 80/20 Talent Rule to Increase Quality of Hire
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Leave a Comment (0) →Violate the 80/20 Talent Rule at Your Peril
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Leave a Comment (0) →Making This One Change to How I Wrote Job Descriptions Made Me a Better Recruiter
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Leave a Comment (0) →Ask These Questions to Ace the Job Interview
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Leave a Comment (0) →4 Highly Effective Ways to Eliminate Hiring Bias
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Leave a Comment (0) →6 Steps for Creating an Expert Hiring System
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Leave a Comment (0) →The Sherlock Holmes Interview Accurately Predicts Technical Ability
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Leave a Comment (0) →The Best Technical Interview of All Time for Non-Techies
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Leave a Comment (0) →The Job Seeker’s Guide to the Universe and Related Matters
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Leave a Comment (0) →“Missing the Point” is the Source of Most Conflict
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Leave a Comment (0) →Stop Asking About Salary History and Do This Instead
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Leave a Comment (0) →Use These 4 “Work Types” to Better Define Your Job Openings
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Leave a Comment (0) →The "No Salary History" Law Won't Make Recruiting Better—Getting Rid of Box-Checking Will
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Leave a Comment (0) →We Can Predict the Weather, Why Not Quality of Hire
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Leave a Comment (0) →Want to Make Sure You Hire the Best Candidate? Ask These 2 Interview Questions
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Leave a Comment (0) →How to Eliminate 150% of All Hiring Mistakes
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Leave a Comment (0) →Here Are the Best (and Worst) Predictors of Quality of Hire
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Leave a Comment (0) →The Two Questions You Must Ask Every Job Candidate
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Leave a Comment (0) →You Never Need to Compromise Quality, Speed or Cost of Hire – Here is How to Win at All Three
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Leave a Comment (0) →When It Comes to Hiring, Start with a 3-Legged Stool
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Leave a Comment (0) →The Fatal Flaw in Behavioral Interviewing
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Leave a Comment (0) →This Job Interviewing Process Will Prevent You From Hiring a JerkThe 1 Interview Question That Will Help You Avoid Hiring a Jerk
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Leave a Comment (0) →Sourcing Doesn’t End with a Great Name—That’s Only the Start of a Good Sourcer’s Work
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Leave a Comment (0) →Most Companies Still Use Pre-Industrial Revolution Hiring Processes
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Leave a Comment (0) →Competency is Not Enough- Job Fit is the Key to Better Hiring Decisions
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Leave a Comment (0) →The Key to Improving Your Candidate Experience: Focus on the Pre-Application Stage
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Leave a Comment (0) →It Takes Only One Interview Question to Accurately Predict Job Performance
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Leave a Comment (0) →12 High Touch Ways to Win Over Passive Candidates
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Leave a Comment (0) →LinkedIn Reveals New Techniques to Get a Better Job
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Leave a Comment (0) →How to Improve Quality of Hire by Using Supply vs. Demand Analysis
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Leave a Comment (0) →The Hidden Reason New Hires Underperform
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Leave a Comment (0) →Your Dream Job Might Start in the Mail Room
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Leave a Comment (0) →Hiring Technology Has Not Enabled Companies to Hire Better People
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Leave a Comment (0) →The Solution to the Three-Legged Stool Hiring Problem
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Leave a Comment (0) →How to Reduce Cost Per Hire by 50%: A Strategy Inspired by Elon Musk
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Leave a Comment (0) →This One Factor is Likely the Best Predictor of Success
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Leave a Comment (0) →10 Things That Still Puzzle Me After Recruiting for 45 Years
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Leave a Comment (0) →Headhunter Secrets to Improve Your Odds 10X for Getting a Better Job
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Leave a Comment (0) →Don't Hire Managers Who Don't Know How to Hire or Manage
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Leave a Comment (0) →How to Make Better Hires Using a Proactive Referral Program
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Leave a Comment (0) →Horse Sense for Removing Hiring Bias
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Leave a Comment (0) →Thinking Out-of-the-Box to Solve Diversity Problems
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Leave a Comment (0) →Your Best Candidate Is Less Than Three Degrees of Separation Away
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Leave a Comment (0) →These Are Life Lessons You'll Wish You Knew Later on in Life
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Leave a Comment (0) →Why Screening Candidates for Growth Potential Will Make You a Better Recruiter
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Leave a Comment (0) →How Job Fit Drives Satisfaction and Performance
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Leave a Comment (0) →There are Only Four Jobs in the World
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Leave a Comment (0) →10 Hiring Mistakes You Must Stop Making Right Now
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Leave a Comment (0) →There are Only Four Types of Work in the World
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Leave a Comment (0) →How to Make the Hiring Leap From Good to Great
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Leave a Comment (0) →Don't Hire Managers Who Don't Know How to Hire.
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Leave a Comment (0) →This One Change Will Instantly Improve Diversity Hiring
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Leave a Comment (0) →How to Ensure Your Job Offers Are Always Accepted
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Leave a Comment (0) →Why Job Boards are the Worst Way to Get a Job
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Leave a Comment (0) →Google for Jobs is Evil
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Leave a Comment (0) →The Biggest Mistake Companies Make When Trying to Hire Talented Employees
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Leave a Comment (0) →8 Steps for Turning Passive Prospects Into Eager Candidates
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Leave a Comment (0) →How the Best Candidates Want to be Hired
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Leave a Comment (0) →A Super Simple Way to Predict On-the-Job Performance
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Leave a Comment (0) →The Greatest Idea in the World to Get a Better Job
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Leave a Comment (0) →Focusing on This One Step in Your Hiring Process Will Help You Close Better Candidates
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Leave a Comment (0) →Use UX to Drive Hiring Process Redesign
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Leave a Comment (0) →Everyone Needs to Know this Super Simple Way to Eliminate All Dumb Hiring Mistakes
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Leave a Comment (0) →Are You Making a Great Hire or a Big Mistake? This Chart Will Tell You.
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Leave a Comment (0) →Why Hiring Managers Shouldn’t Be Making the Hiring Decision
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Leave a Comment (0) →4 Steps to Eliminate First Impression Bias and Hire the Right Candidate
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Leave a Comment (0) →This 5-Step Plan Can Virtually Eliminate Interviewer Bias
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Leave a Comment (0) →Ask This One Interview Question to Avoid Hiring Cultural Misfits
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Leave a Comment (0) →These 4 Simple Words Will Determine the Success of Your Entire Hiring Process
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Leave a Comment (0) →Why the War for Talent is Unwinnable Unless You Do This
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Leave a Comment (0) →Artificial Intelligence is Not Smart Enough to Make Critical Hiring Decisions
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Leave a Comment (0) →Eliminate 50% of All Hiring Mistakes by Answering One Question
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Leave a Comment (0) →The Next Big Hiring Thing
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Leave a Comment (0) →The Single Biggest Mistake Most Job Seekers Make
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Leave a Comment (0) →The Incredible Tale of How a Crafty Recruiter Transformed a Frog Into a Purple Squirrel
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Leave a Comment (0) →How to Beat the System to Get a Better Job
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Leave a Comment (0) →Why Being a Farmer (and Not a Hunter) Will Make You a More Successful Recruiter
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Leave a Comment (0) →Those with the Leadership Fractal Get Ahead Faster
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