The Hiring Encabulator is being designed to eliminate all hiring mistakes. Not reduce. Eliminate. That's 50% of new hires who underperform or quit within 18 months? Gone. The fake resumes. Gone. The 90-day wonders. Gone. The core innovation relies on an inverse...
HR Is the Last Function Still Flying Blind on AI Strategy. Here's the Data. When we pulse the market on strategic AI adoption by reviewing published reports for the past year, the results reveal a massive maturity chasm. Tech leads at 4.5 out of 5. Finance hits 4.1....
As an engineering intern in an R&D department almost 60 years ago I learned that there are two basic ways to experiment to validate whether a new manufacturing or business process is effective. The first is testing a specific theory – you think you know what...
It's what people DO with what they HAVE that matters, not what they HAVE. You can easily figure this out using the performance-based interview.Start with a work history review to figure out the having part. Then ask about their major accomplishments to determine the...
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...
June 29, 2025 A provocative new article from Towards Data Science, "Stop Chasing 'Efficiency AI.' The Real Value Is in 'Opportunity AI,'"challenges conventional thinking about AI implementation in enterprises. Author Shreshth Sharma argues that while most...
After 25 years and $2.5 trillion in global HR technology investment, we have irrefutable evidence of a spectacular failure. Yet most HR leaders still refuse to believe it. They continue to follow their HR tech vendors down a path to consistent underperformance....
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...
I was recently talking with the remarkable Maria Abdullah who was telling me about her work with the Pentagon helping veterans find jobs in industry. After she described some of the challenges they were facing I asked our Performance-based Hiring GPT if it could help....
At our most recent "Moneyball for HR! workshopwe discussed the chart below as a way to calculate Sourcing Channel Profitability. This is comparable to a Product Line Profitability analysis to determine pricing strategy. HR leaders can do something similar by viewing...
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.
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...
"Use AI to challenge all of your assumptions about every hiring process before you use it to improve those existing processes." This is part four in a continuing story - based on true facts - how one company used "Moneyball for HR!", data analytics and financial...
Note: This is part 2 in our story of how Johan and Alice used AI, "Moneyball!" and data analytics to rebuild their most costly sourcing channel. We then asked Gemini AI if this story has any basis in fact. You'll be shocked at it's conclusion. After uncovering the...
Handling the common situation described here about how hiring managers screen candidates is part of our ongoing “Moneyball for HR!” webcasts.
I asked ChatGPT how our new Performance-based Hiring GPT could help hiring managers and recruiters achieve more Win-Win Hiring outcomes. Its response is shown below.
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.
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: