The "Win-Win" Performance-based Hiring Articles, Insights and Podcasts

Talent-Centric Hiring: Moving Past Traditional HR Practices

Talent-Centric Hiring: Moving Past Traditional HR Practices

When the demand for outstanding talent outstrips the supply, you must break away from traditional HR constraints that inadvertently put a lid on the quality of the people seen and hired. (FYI, we discuss these controversial ideas at our monthly Hire with Your Head book club meetings. Please join us.)

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Job Postings Are The Problem …

Job Postings Are The Problem …

Sadly, the issue of low employee engagement has become increasingly pervasive, affecting companies across all industries and all around the globe. According to research by Gallup, over the past two decades, the portion of fully engaged employees has consistently hovered around one-third of the workforce, with fluctuations largely attributed to economic conditions. This indicates a systemic issue that transcends individual organizational cultures or sectors, pointing to a deeper, more widespread problem.

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The Future of Hiring and Job Hunting with ChatGPT

The Future of Hiring and Job Hunting with ChatGPT

In the rapidly evolving job market, the principles laid out a decade ago in The Essential Guide for Hiring & Guideremain fundamental – making the right hiring decisions requires long-term analysis, not short-term transactional thinking. As I told one job candidate long ago, “Don’t make long-term strategic decisions using short-term tactical information.” The advice changed his life. It will change yours, too. This image pretty much describes how hiring decisions need to be made.

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The Hidden Cost of Hiring Mistakes is Enormous

The Hidden Cost of Hiring Mistakes is Enormous

It turns out that the actual cost of hiring people who wind up in the bottom half is at least $100 thousand per bad decision and for managers it’s a big multiple of that! This is based on the fact that the average revenue per employee for those in the Fortune 500 is $1 million with a variable margin about 40% or $400 thousand.

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The #1 HR Metric of All Time

The #1 HR Metric of All Time

For a quarter of a century, Human Resources departments have grappled with quantifying the elusive ‘Quality of Hire’—a metric that, until recently, seemed more like a mirage than a measurable figure. It’s often been considered the Holy Grail of HR metrics due to its direct impact on an organization’s success. But why is Quality of Hire so critical, and how has it remained so evasive over the years?

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Converting Jobs into Careers

Converting Jobs into Careers

Using a single sentence prompt I asked ChatGPT to convert this LinkedIn Learning course on embedding post-hire success into the pre-hire process into a compelling super short story. It follows below. Send us a link to one of your open job descriptions and we’ll show you how to make Amelia’s story yours.

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On Becoming a Super Recruiter

On Becoming a Super Recruiter

When creating a talent acquisition strategy it’s important to note that about 20-25% of those in the workforce are always actively looking for another job. This is the group companies need to target to fill open jobs as rapidly as possible. There’s another 20-25% who are always proactively passive. Don’t even attempt to contact these people unless you’ve worked with the person before. Given this, it’s obvious the candidates you’ll want to hire for your most important roles are in the other 50-60%. While this is the ideal talent market, these people won’t respond to your emails or calls unless you become an expert at passive candidate recruiting. This involves a number of critical skills, in particular:

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Should I Stay or Should I Go

Should I Stay or Should I Go

The other day someone asked me if she should quit her job. I handed her the graphic shown above and told her to rank the six factors on a 1-5 scale from terrible to outstanding.

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The 10 Best Predictors of Success that AI Can’t Find

The 10 Best Predictors of Success that AI Can’t Find

Having tracked the performance of thousands of senior professional staff and managers over the past 50 years it turns out it’s not hard to predict who will be successful. All you need to do is ask candidates to describe their major accomplishments most comparable to the key performance objectives (KPOs) of the open job. As long as you dig deep enough the factors shown below will pop out. Consistency is what matters, though, not one-time occurrences. This preview of the Sherlock Holmes deductive interview describes the probing needed to gather this information.

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Hiring Leaders Requires New Thinking

Hiring Leaders Requires New Thinking

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:

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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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