Archive for Rethinking the Job Description

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, Passive Candidate Recruiting, Rethinking the Job Description

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“Tell me about yourself” and other PBI interviewing tips

“Tell me about yourself” and other PBI interviewing tips

 The traditional interview process has been shown to be unreliable in predicting job performance, often due to bias, lack of training and a focus on surface-level characteristics. The Performance-based Interview (PBI) is a natural language approach that seeks to assess an individual's competency, fit and motivation by asking them to describe their past performance in specific situations. Studies have shown that the PBI is a more accurate predictor of job performance than other interview methods, making it a valuable tool for organizations seeking to hire the best candidates. Moreover, the PBI can be used to assess candidates at all levels of experience, making it an ideal method for career development and succession planning.

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Posted in: Performance-based Interview, Rethinking the Job Description, Talent Strategy

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Hiring More Leaders Starts by Changing Your Hiring Strategy

Hiring More Leaders Starts by Changing Your Hiring Strategy

Many years ago I worked with LinkedIn on preparing a video highlighting the importance of developing a hiring strategy based on attracting the best rather than one designed to filter out the weak. It turns out that without the right talent strategy it's not possible to hire more leaders on a consistent basis. Chance, hope, the latest technology or job boards won't help. While the message in the video is still true today, most people will have some Catch-22 excuse why it won't work.

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Posted in: Quality of Hire, Rethinking the Job Description, Talent Strategy

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Avoid This Career Limiting Mistake When Changing Jobs

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.

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

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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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Eliminating Turnover Requires a Lot More Commonsense and a Lot Less A

Eliminating Turnover Requires a Lot More Commonsense and a Lot Less A

It doesn’t take a lot of insight to attribute the increase in turnover over the past 25 years to the idea that most people change jobs for the wrong reasons. For some proof, just consider this report from Gallup indicating that only 30% of the workforce is fully engaged. According to Gallup, this results in a $1 trillion problem. A more recent survey we conducted on how job satisfaction impacts job hunting status validates the Gallup study.

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Posted in: Current Articles, Rethinking the Job Description

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Eliminate the #1 Cause of Employee Dissatisfaction with this One Change

Eliminate the #1 Cause of Employee Dissatisfaction with this One Change

In The Essential Guide for Hiring & Getting Hired I contend that one of the big reasons companies struggle to hire exceptional talent is by posting job descriptions that require a bunch of prerequisites that don’t predict on-the-job success.

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Posted in: Rethinking the Job Description

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