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...
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...
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...
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...
Note: Be sure to attend our next "Moneyball for HR!" webcast. Attendees get some great complimentary gifts including a talking hiring bobblehead and a very neat "Moneyball for Hiring" scorecard you can use to see if you're losing good candidates for bad reasons....
By automating the labor-intensive aspects of high-touch hiring while preserving its relationship-centered core, AI makes it possible to extend these best practices across the entire talent acquisition function. In today's competitive hiring landscape, two distinct...
performancebasedhiring.com There’s been no shortage of solutions proposed to reduce hiring bias in recent years. Structured interviews, unconscious bias training, and AI audits are popular options. But for all the effort, most of these interventions treat bias as a...
TL;DR: Why $2 Trillion in HR Tech Hasn’t Improved Hiring Despite decades of work and over $2 trillion invested in HR tech, companies still haven’t found a way to consistently improve quality of hire, retention, job satisfaction and performance. Most HR tech tools...
Jordan Reyes had spent the last decade rising through the talent ranks — from corporate recruiter to Director of Talent Strategy at a well-known global tech company. She prided herself on being at the edge of innovation. Her inbox was full of pitches about AI-powered...
(Note: this article was written by ChatGPT. I (Lou Adler) just asked the questions.) By Chat GPT Prompt asked to Grok and ChatGPT Recently, I was presented with an intriguing prompt: If we were to rebuild the entire hiring system from scratch, eliminating preconceived...
"Moneyball for HR!" represents the idea that best people aren't found using traditional resumes and traditional hiring techniques. As hiring managers, we've all felt the sting of a bad hire. The polished resume, the smooth interview, yet the actual performance falls...
Am I wrong here? It seems that in the rush to embrace artificial intelligence for talent acquisition, most companies are missing its most transformative potential. Instead of using AI to simply accelerate transactional hiring processes, only a very few and very...
In Part 5 of this continuing story Johan and Alice asked their latest AI model how to rebuild their hiring processes from scratch by benchmarking how the best hiring managers hired the best people, how recruiters found these people and how the strongest candidates changed jobs. Here’s the actual prompt they used and response suggesting Top Grading, Who and Performance-based Hiring as great starting points. Most important, it describes the importance of using AI for massive change, rather than modest efficiency gains.
It was the best of choices, it was the worst of choices, it was the age of enlightenment, it was the age of willful blindness, it was the epoch of transformation, it was the epoch of stagnation. Before us lay two paths in the realm of talent acquisition: one where...
A Simple Hack for Reducing Turnover by 50% Before making an offer, ask the hiring manager what the performance objectives are for the role and why the candidate is qualified and motivated to handle them. In parallel, ask the candidate if he/she understands the key...
We’re looking for some of Simon Sinek’s early adopters (these are the people on the left side of the curve above) to determine if our new customized ChatGPT – PbHGPT – can solve these pervasive hiring problems:
In recent years, Diversity, Equity, and Inclusion (DEI) initiatives have come under intense scrutiny. Despite lofty hopes and promises, many programs have failed to deliver tangible results, leading numerous companies to abandon their efforts. Notably, companies like Google, Meta, Zoom and Amazon have scaled back their DEI programs in recent months.
There is a growing corporate trend to deprioritize DEI (Diversity, Equity, and Inclusion) initiatives. Even respected institutions like SHRM seem to be aligning with this movement. I believe this is misguided.
Behavioral event interviewing (BEI) has long been a staple in hiring practices, with its proponents arguing that past behavior is the best predictor of future performance using the STAR interviewing techniques (Situation, Task, Action, Result). The premise is simple: by asking candidates to recount specific instances where they demonstrated key competencies, interviewers can gain insights into how they will handle similar situations in the future.
In a LinkedIn Influencer post I introduced a concept called Career Zones – Why Working in Zone 1 is So Inspiring. The concept is summarized in the graphic below. The Career Zone curve represents growth and impact over time. Job satisfaction tends to decline as time...