Sarah Jones had been an HR Business Partner at Meridian Systems for six years — long enough to survive three ATS migrations and more "transformational" recruiting initiatives than she could count. So when she knocked on CHRO Diana Reeves's door on a Tuesday morning...
Decades of organizational research have consistently identified what separates exceptional employees from average ones. The Five Pillars: What Research Tells Us Results & Impact: McKinsey's research on high performers shows these individuals don't just complete...
At a hiring manager training program last week, I ended the multi-day program with two pieces of advice. First, invoke the “No 2s”rule to prevent most hiring mistakes – immediately! A Level 2 is a person who is competent to do the work but not motivated to do it. As...
There's a Better Way to Assess Work Ethic, Grit and Motivation At a recent Performance-based Hiring training sessionfor hiring managers I was bombarded with questions on how to hire people who were willing to work long hours. When I asked them what they were now...
Note: This is a fictional account drawn from real situations in multiple companies — a composite of leaders who’ve faced the same challenge. The names and details are fictional, but the underlying issues are real. This could be your story, too. Now let the tale...
As this research report points out, the most predictive factor in hiring success isn't credentials, experience, or skills – it's the degree of connectedness between candidates and the organization. The graphic above reveals an uncomfortable truth. Internal mobility...
Is This the Future We've Been Waiting For, or Just Another Buzzword? As reviewed by a Fortune 500 CHRO with 20+ years in talent leadership Note: I asked Claude to review the full Vibe Recruiting manual from the perspective of the CHRO of a Fortune 500 company. The...
Preface: The other day on LinkedIn Rich Lewis-Jones commented on the importance of this book, The Courage to Be Disliked, on his approach to driving change. The book has sold over 10 million copies and remains a top-10 best seller. It describes psychologist Alfred...
Sarah Chen never thought a simple scorecard would transform her hiring process, but six months later, she found herself in the CHRO's office, making the case for rolling it out company-wide. "David, I need to show you something," Sarah began, pulling up her laptop....
A great candidate experience (CX) is important – especially for the people you don’t hire. It preserves your brand reputation, keeps future talent engaged, and ensures applicants walk away with a positive impression. But if you're serious about building...
(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...
AI will continue to streamline sourcing and screening, but the recruiters who thrive in the future must master the human elements of hiring. For sports fans, this is a master class in recruiting as Coach McKay of the Rams reaches out to Davante Adams and convinces him...
Over the past 30+ years as a recruiter, I can confirm that at least two-thirds of my hiring manager clients weren’t very good at interviewing. Yet, over 90% thought they were.
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...
Note: the survey below was created by asking multiple AI systems to define the top 10 factors that are essential for improving quality of hire, reducing hiring mistakes and improving post hire performance while reducing turnover. We then asked it how AI could be used...
Last week’s article about Alice O’Hara’s discovery of the true costs of job board hiring sparked significant discussion. Some readers questioned whether the numbers could really be that dramatic based on this table. We’ll be discussing this model with two super guests at our next “Moneyball for HR!” for webinar. Please join us.
Before I got into the training of recruiters and hiring managers and writing books about the trials and tribulations of all this, I was a full-time executive recruiter, for 25 years. Part of this was becoming a better interviewer than my hiring manager clients to...
As part of our upcoming “Moneyball for HR! – No More Turnover” series of webcast I decided to run a quick test. In this case I converted this job posting for a $150K product marketing manager job at LinkedIn into a more compelling performance-based job description. It...