Archive for Passive Candidate Recruiting

Filling Generic Jobs with Generic People is a Recipe for Disappointment

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:

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Posted in: Controlling Bias, Current Articles, Passive Candidate Recruiting, Rethinking the Job Description

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How to Avoid the Staggering Cost of Turnover

How to Avoid the Staggering Cost of Turnover

While it’s hard to believe that a single hiring mistake could cost a company $400 thousand, it’s not so hard to believe when looking at this table showing the incremental profit contribution of employees at these well-known companies. The idea behind this table is that it shows the full financial and business impact a person has on a company, rather than just considering the person’s compensation package.

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Posted in: Assessing Soft Skills, Current Articles, Passive Candidate Recruiting

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The ROI of Most Job Postings is Below Zero!

The ROI of Most Job Postings is Below Zero!

Few companies calculate the ROI of the effectiveness of their different sourcing channels but those that do discover referrals are the best with job boards generating more mistakes. And the cost of these mistakes is staggering wiping away the benefits of lower cost and speedier hiring.

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Posted in: Controlling Bias, Current Articles, Passive Candidate Recruiting

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Don’t Make Strategic Career Decisions Using Tactical Information

Don’t Make Strategic Career Decisions Using Tactical Information

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.

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Posted in: Current Articles, Diversity Hiring, Passive Candidate Recruiting

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A 10-point Checklist for Hiring Leaders

A 10-point Checklist for Hiring Leaders

LEADERS: The strongest people are easy to spot. They’re leaders. Leaders don’t just do their jobs reasonably well; they improve how they do their jobs. And whether they’re managing a team or not, they also help everyone they work with do their jobs better, too. You can use this Performance-based Interview to determine if your candidates are leaders, or not.

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Posted in: Assessing Soft Skills, Current Articles, Passive Candidate Recruiting

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HR's Misreading of the Labor Law is #1 Cause of Hiring Bias

HR

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.

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Posted in: Current Articles, Diversity Hiring, Passive Candidate Recruiting

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The Traditional Interview is a Terrible Predictor of Performance

The Traditional Interview is a Terrible Predictor of Performance

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.

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Posted in: Current Articles, Diversity Hiring, Passive Candidate Recruiting

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When Recruiting the Big Fish "No NOs!"​ Is the Rule

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.

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Posted in: Passive Candidate Recruiting, Quality of Hire

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Use the Whole-Brain Interview to Predict Quality of Hire

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.

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Posted in: Passive Candidate Recruiting, Quality of Hire

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The Future of Recruiting Might Not Have Any Recruiters

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.

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Posted in: Passive Candidate Recruiting, Performance-based Interview

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Advice from Sherlock Holmes On How to Assess Technical and Team Skills

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.

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Posted in: Passive Candidate Recruiting, Talent Strategy

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Use This 3-step Win-Win Hiring Program to Ensure You Land the Right Candidate

Use This 3-step Win-Win Hiring Program to Ensure You Land the Right Candidate

In part 1 of this series, I suggested that in order to increase interviewing accuracy beyond the 65% standard of behavioral interviewing, you needed to first ask this question when opening up a new job requisition

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Posted in: Passive Candidate Recruiting, Performance-based Interview, Quality of Hire, Rethinking the Job Description, Talent Strategy

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How to Calculate the Cost of Bad Hiring Decisions — and Avoid Them in the Future

How to Calculate the Cost of Bad Hiring Decisions — and Avoid Them in the Future

While inquiring about the status of a hiring manager interview training proposal, a client told me she would get back to me as soon as they got their budget approved for next year. As part of our discussion, I asked how much they included in their budget for bad hires.

My client’s answer was that she hadn’t given this much thought, but she was intrigued by the idea. She also asked how she could figure out the cost of bad hires since it was an obvious and recurring cost, but one that was hard to put a number to. Some of the cost was taken by the legal department, but most of it was in lost performance and hard to even begin to calculate.

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Posted in: Passive Candidate Recruiting, Quality of Hire

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Double Your Productivity With These 6 Recruiting Tips

Double Your Productivity With These 6 Recruiting Tips

When I first became a recruiter, one big frustration was having hiring managers reject good people for bad reasons. When this happened, the hiring manager would inevitably ask, “Do you have any other candidates?” and I would have to do the search all over again. For everyone involved — the recruiter, the hiring manager, and the candidate — this is a waste of time. And when it happens too often, it means the hiring process is broken.

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Posted in: Current Articles, Passive Candidate Recruiting, Recruiting & Closing

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Stop the Revolving Door of Dissatisfaction and Turnover with This Crazy Idea

Stop the Revolving Door of Dissatisfaction and Turnover with This Crazy Idea

It’s important to remember that when it comes to changing jobs, it’s where you’re going that matters more than where you’ve been. 

In a recent post I contended that you don’t need a high-tech solution to solve a high touch problem like turnover. The problems and solutions are just too obvious.

To access this full article you must be a registered user/member of this site. Click the appropriate link below to continue.

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Posted in: Passive Candidate Recruiting, Recruiting & Closing

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What Pre-Sourcing Is — and How It Will Make Hiring the Right Candidate Easier

What Pre-Sourcing Is — and How It Will Make Hiring the Right Candidate Easier

For the first 25 of the past 40 years, I was a full-time recruiter. Of the 500+ placements I made during that time (mostly mid- and senior management positions), only about a dozen were people who responded to a job posting. The others were referred or networked and most of them were passive candidates.

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Posted in: Passive Candidate Recruiting

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8 Clues That a Candidate Will be an Exceptional Employee

8 Clues That a Candidate Will be an Exceptional Employee

Over the past 40 years, I have reviewed at least 30,000 resumes and LinkedIn profiles and personally interviewed over 5,000 job candidates. After tracking the subsequent performance of hundreds of these people, it became apparent that there were clues in the resume and work history that accurately predicted the likelihood the person would be successful even in roles that were promotions, different jobs, stretch assignments, or in different industries.

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Posted in: Passive Candidate Recruiting, Talent Strategy

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Use This Six-point System to Hire the Best Candidates

Use This Six-point System to Hire the Best Candidates

In the process of writing the 4th edition of Hire with Your Head, my publisher, John Wiley & Sons, Inc., wanted to know what has changed from when the first edition was published in 1997.

Not much, I said. Despite the enormous investment in technology and process improvement, companies still struggle to find enough top-tier talent to fill high-demand positions just like they did 20 years ago; they just struggle differently now.

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Posted in: Passive Candidate Recruiting, Performance-based Interview

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This Company’s Phone Screens Were Useless Until They Tried This Method

This Company’s Phone Screens Were Useless Until They Tried This Method

My firm was involved in a project last year that started with a call from a talent leader trying to figure out why the company’s hiring managers needed to see so many candidates to make one decent hire. She was under a lot of pressure to get her team to perform since many of these hiring managers were starting to revolt and use external recruiters to get their positions filled.

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Posted in: Passive Candidate Recruiting, Performance-based Interview

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This Phone Screen Checklist is the Swiss Army Knife of Recruiting

This Phone Screen Checklist is the Swiss Army Knife of Recruiting

Over the years I’ve discovered that by obtaining the information shown in this phone screen checklist, a recruiter can confidently recommend a candidate to be interviewed onsite. More importantly, by getting a hiring manager to conduct a similar phone screen, the manager would only need to personally interview 3-4 people to make one great hire.

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Posted in: Passive Candidate Recruiting, Recruiting & Closing

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Predicting Job Performance Starts with a Phone Call and These Two Questions

Predicting Job Performance Starts with a Phone Call and These Two Questions

As long as the work is reasonably comparable, a track record of preparing well-thought-out plans and successfully executing them time and again is the best evidence you can have for promoting or assigning a person to a bigger job. Getting this evidence is a little bit harder for someone you haven’t worked with before since bias, the use of unstructured interviews and lack of understanding of real job needs prevents an accurate assessment.

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Posted in: Assessing Soft Skills, Passive Candidate Recruiting, Quality of Hire

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