Hiring Success Starts by Ensuring Your Tactics Match Your Strategy
If your tactics, techniques, and technologies don’t support your talent strategy, you won’t be seeing or hiring too many good people.
Continue Reading →Archive for Diversity Hiring
If your tactics, techniques, and technologies don’t support your talent strategy, you won’t be seeing or hiring too many good people.
Continue Reading →Long ago a CEO for a mid-sized company asked me how much experience a person needed to have to be the VP Operations for his company. My glib response then was, “Enough to do the job. It’s what people do with what they have, not what they have that matters. Some people need more experience to do the same job and others need less.”
Continue Reading →In my mind, being more efficient hiring the same people you're now hiring is a trivial use of ChatGPT.
Continue Reading →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 Hiring Formula for Success shown in the image above defines all of the factors that best predict on-the-job success. Soft skills top the list.
Continue Reading →I think too many people including those in HR, OD experts, hiring managers and recruiters, believe being a good interviewer requires some remarkable insight into human behavior. I think they’re mistaken. There is an alternate path: being a good detective.
Continue Reading →It turns out hiring people who will be in the top half is pretty easy. You just have to stop making hiring mistakes.
Continue Reading →The other day a candidate asked me how to figure out if he was qualified for a new role given 15 years of experience with the same company.
Continue Reading →If you want to hire a great person, you need to offer a great job, not a laundry-list of skills, experiences and competencies that at best is no more than an ill-defined lateral transfer surrounded by some generic boilerplate. This is even more important today with candidates leaving within 90 days after starting if the new job turns out to be more promise than substance (Fortune, May 2022).
Continue Reading →Leverage: Getting more output with less input.
Leaders are force multipliers who get more done with and through people using some type of magical leverage.
Continue Reading →As you've discovered if you'd tried to hire any senior level person, the process for hiring leaders for these critical spots is much different than hiring everyone else for this one simple reason:
Continue Reading →In a post earlier this year I claimed that too many people change jobs for all the wrong reasons. Most often it's for the stuff at the bottom of the "Maslow's Hierarchy of Hiring Needs" graphic above, rather than the stuff at the top. Unless they're (very) lucky, the result is always disappointment, dissatisfaction and regret.
Continue Reading →In my semi-retired state, I’ve decided to give away my best secrets for recruiting and hiring the top 25% with a new type of training program. Many of them are highlighted in the infographic above. You'll be able to learn and apply them all just by reading Hire with Your Head (4th ed, Wiley. September 2021) and becoming a participating member of our virtual book club.
Continue Reading →One of Stephen Covey's 7 Habits of Highly Effective People is “Begin with the end in mind.” This is great advice whenever implementing any type of process improvement program especially changing how hiring is done at your company. “Think win-win” is another one of Covey's seven habits. When it comes to hiring, this habit is doubly important. It means ensuring the new hire and the hiring manager both recognize the importance of making the right decision and both have all of the information needed to make the right one. Due to its importance this habit has been adopted as the overriding goal and theme of the new edition of Hire with Your Head and rightly called “Win-Win Hiring.” It means hiring for the anniversary date rather than the start date.
Continue Reading →As part of the fourth edition of Hire with Your Head (Wiley, September 2021) we’re starting a unique book club for those who pre-order the book. Over the next several weeks I’ll be highlighting different themes from the book. This week focuses on the idea of hiring for the long-term rather than the start date in order to achieve consistent Win-Win Hiring outcomes.
Continue Reading →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 →Tags: Eliminate Bias, Right Candidate
Posted in: Controlling Bias, Diversity Hiring
Leave a Comment (0) →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 →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 →Tags: hiring bias, Interview Tips, Interviewer Bias
Posted in: Controlling Bias, Diversity Hiring
Leave a Comment (0) →To expand your diversity hiring initiatives you need to start with these five action steps
Continue Reading →Tags: diversity hiring, Hire Diversity
Posted in: Diversity Hiring, Talent Strategy
Leave a Comment (0) →Bias is insidious. Politics is the best example of bias at its worst. But it may be just as bad when it comes to hiring. It causes us to hire people we shouldn’t have and not hire those we should.
Continue Reading →Tags: hiring bias, interview bias, Removing Hiring Bias
Posted in: Diversity Hiring, Talent Strategy
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Continue Reading →Lou Adler’s Fourth Edition Book
Hire with Your Head