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

A Crash Course on Avoiding Hiring Mistakes

A Crash Course on Avoiding Hiring Mistakes

In the first minute of our Performance-based Hiring workshop we tell hiring managers that this course is more about becoming a great manager than hiring great people. In fact, it turns out you can’t be one without the other. In the second minute we ask hiring managers...

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How to Measure and Max Quality of Hire – Part 1

How to Measure and Max Quality of Hire – Part 1

Quality of hire is a crucial metric for organizations as it directly impacts overall performance, employee retention, and business outcomes. However, companies often struggle to agree on how to measure it due to the multifaceted nature of job performance and the subjective elements involved in traditional evaluation methods.

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Spot High Achievers with These Sherlock Clues

Spot High Achievers with These Sherlock Clues

Predicting a candidate’s on-the-job performance often feels like solving a mystery. For me the mystery was solved when I discovered that by focusing on what people DO with what they HAVE, rather than what they HAVE in terms of skills, experiences and competencies, it was possible to more accurately predict their performance.

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Turn the Tables: Proactive Questions to Ask in Your Next Job Interview

Turn the Tables: Proactive Questions to Ask in Your Next Job Interview

I asked ChatGPT to write a summary of this video interview course “How to Prepare for Your Interview.” It’s pretty close. The idea is that by asking question you’ll be able to showcase your accomplishments rather than being asked to respond to a bunch of inane questions. This approach will work real wonders for those who aren’t too confident when being interviewed. CAUTION: It’s important to not ask self-serving questions, e.g., what’s the benefit plan, WFO policy, and the like, until it’s clear the company wants to invite you back for another round. Then these questions are okay. As an FYI, I’ve prepped thousands of candidates using this approach and as I said in the conclusion to The Essential Guide for Hiring & Getting Hired:

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How to Assess True Motivation

How to Assess True Motivation

During a recent Performance-based Hiring workshop for hiring managers I suggested that measuring motivation to excel was the secret sauce in hiring outstanding people. This is “n” in the Hiring Formula for Success. One of the leaders suggested asking about five year career plans was how he assesses this. I pushed back and said the candidate’s answer was subject to the interviewer’s biases since diverse and minority candidates might have different career aspirations. Instead I offered an alternative as summarized in this ChatGPT- inspired story.

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The Single Best Way to Improve the Candidate Experience: A Thought Piece

The Single Best Way to Improve the Candidate Experience: A Thought Piece

Despite investing billions annually over the past quarter century, little has been achieved in increasing interviewing accuracy; measuring, predicting and improving quality of hire; reducing churn, improving job satisfaction or hiring more talented people. The only obvious outcome from this enormous spend is an estimated fivefold increase in unqualified candidates applying for jobs, enabled by the ease of a single-click application process.

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Performance and Diversity Are Not Mutually Exclusive

Performance and Diversity Are Not Mutually Exclusive

In my first search project (in 1978!) the president of a manufacturing company told me he wanted to hire someone as a plant manager who had 10-15 years experience in the field, a technical degree, be results oriented and have strong communication skills. I told him this was not a job description it was a person description.

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Comparing Job Offers

Comparing Job Offers

Below is an article I wrote a few years ago about how to change jobs based on career reasons rather than just the size of the compensation package. The intent of the original article was to highlight the importance of not treating job changes as short-term transactions but more as long-term investments.

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Using AI to Prep for the Interview

Using AI to Prep for the Interview

I must have prepped over a thousand candidates for different roles from professional staff to senior executive positions in all types of industries. During my in-depth interview with the candidate I wanted to be sure they were first competent and motivated to do the actual work and second they would also see the role as a worthy career move. Once I was confident about their ability I then prepped them to ensure they were properly assessed by the hiring manager.

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Use Small Steps to Implement Big Change

Use Small Steps to Implement Big Change

Note: I asked ChatGPT to write a short story about this new course just released on LinkedIn Learning about how to launch major HR change programs. Too often these projects get started without enough cross functional support and as a result fail to get traction. The...

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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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Measuring Quality of Hire

Measuring Quality of Hire

After tracking the 10-year performance of 100s of candidates I placed in mid-management roles from 1980 to 2000, I finally figured out how to measure Quality of Hire. It’s described in detail in Chapter 16 of Hire with Your Head (4th edition, 2021, Wiley). The other day I asked ChatGPT if the approach was still accurate or now flawed. Here’s the full dialogue. Below is the short summary.

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Now Everyone Can Be in the Top 25%

Now Everyone Can Be in the Top 25%

When you consider that the top 25% is a definition of outstanding performance rather than a statistic, it’s possible for everyone to meet this threshold of performance:

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Choosing a Career Path: Why Strategy Matters More Than Salary

Choosing a Career Path: Why Strategy Matters More Than Salary

I asked ChatGPT to write a story based on this post and the image below. It seems quite relevant today given that fact that most people are unhappy with their jobs. The theme: Time is your most valuable, don’t waste it. Given that. I’d rank number five as the most important. – LA, August 21, 2023.

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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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This One Question Will Change Who You Hire

This One Question Will Change Who You Hire

Simply put, if you describe work as a series of performance objectives rather than a list of skills, experiences and competencies you can attract a broader pool of more diverse and high potential talent.

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