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

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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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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Creating a Win-Win Hiring Culture Starts with a Win-Win Hiring Strategy

Creating a Win-Win Hiring Culture Starts with a Win-Win Hiring Strategy

As part of the launch of the 4th edition of Hire with Your Head (Wiley, September 2021) we’ll be hosting a number of interactive webcasts where we work through active search projects using the principles of Performance-based Hiring as a foundation. We’ll be demonstrating this idea at our next webcast with a focus on what recruiters need to do to connect with outstanding and diverse talent who are in high demand. The key to success here is to start with the right hiring strategy that maps to how these people look for new jobs.

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