The Lou Adler Group Articles:
Using Metrics to Achieve Win-Win Hiring Outcomes
It’s important to recognize that in any process design effort, success depends more on where you’re going, not where you’ve been.
Long, long ago in a career now nearly forgotten, I had the opportunity to work in a number of different types of high-volume manufacturing organizations including consumer electronics and automotive. Metrics were used to keep the manufacturing lines humming or shut down when bad parts were being produced … read full article
Why Eminent Harvard Prof Endorses Performance-based Hiring as the Complete Solution to the Talent Crisis
Esteemed Harvard Professor Blasts Current Hiring Practices
Well Professor Todd Rose, the author of The End of Average, doesn’t actually blast behavioral interviewing, the use of statistics, assessment tests and job descriptions – he just diplomatically suggests … read more
Increase Interviewing Accuracy using Performance-based Interviewing
The Complete 2-Question Interview
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 ensure good candidates didn’t get …read more
How to Measure and Maximize Quality of Hire
If You’re Not Measuring Quality of Hire, You’re Not Hiring the Best People
The big idea behind developing a quality of hire metric is to compare the candidate’s actual past performance to some predefined level of great performance. Few would argue that measuring Quality of Hire (QoH) is of critical importance for determining if a company’s hiring programs are effective …read more
Attract and Hire More Passive Candidates Using a Performance-based Job Description
Let’s Fix It: End the Talent Shortage by Hiring for Results, Not Skills
Long ago, I was a full-time executive recruiter. At one meeting for a VP Marketing search for an industrial products company, I was given 30 minutes to make my pitch. In the room was the CEO plus all of his senior staff. To start the session, I… read more
Are Your Recruiters Skilled Enough to Recruit the Best Talent?
Where Do You Rank in the Competency Model for Recruiting Passive Candidates?
Recently I introduced the concept of the Talent Sweet Spot – the place where the people in the top 25% of the talent market “hang out.” When it comes to this top 25 percentile, it is easy to find out who they are, but because they are passive candidates, it takes a truly skilled recruiter to … read more
Developing a Sourcing to Target the Entire Talent Market
Hiring Better Talent Begins with a Better Strategy
I recently wrote a post describing why good people underperform. These were the top reasons. The job was poorly defined. The new person didn’t mesh with the hiring manager’s style. The candidate took the job for short-term convenience reasons. The interview focused on assessing … read more
Job Branding Trumps Employer Branding for Attracting Superior Talent
10 Clues Your Company’s Hiring Practices Are Stuck in the 70's
I’m still amazed that many companies are still in the dark ages when it comes to hiring. Your company qualifies for this categorization if you still post skills-laden job descriptions and use generic boilerplate for employer branding. Since these only appeal to those who are actively seeking … read more
Are Your Hiring Managers the Solution or the Problem
Improving Quality of Hire Requires Better Jobs, Better Recruiters and Better Hiring Managers
When everyone has the same tools, uses the same job boards and has access to the same candidates, everyone will get average results. I contend this is the underlying reason for LinkedIn’s recent dramatic price drop. On top of this, consider that despite all of the new hiring tools developed in… read more
How to Determine the Enormous ROI of Hiring the A-Team
The ROI and Financial Impact of Hiring the A-Team
I must be a Neanderthal when it comes to hiring. I still don’t understand why so many companies focus more on the cost of hiring rather than the impact the people hired can make. For example, consider this scenario: At $100,000 per person, the compensation spend for every 100 staff-level hires is… read more
Recruiting Metrics that Drive Quality of Hire
The 6 Recruiting Metrics That Really Matter
Over the past few weeks, I’ve been talking with talent leaders from different companies around the world. The topics have ranged from developing a master recruiting blueprint to tracking recruiter performance one assignment at time. Unsurprisingly, everyone has different ideas, different …read more
