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:
Now Everyone Can Be in the Top 25%
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The "Win-Win" Performance-based Hiring Articles, Insights and Podcasts
Using AI, Everyone Can Now Be in the Top Third
According to ChatGPT everyone can now be in the top third despite the mathematical absurdity. These are people who are more motivated, more satisfied, more productive, stronger team players and more flexible. Here’s all you need to do to get started.
Anything you can do; AI can do better
I recognize this is a bit self-serving, but I asked ChatGPT if our Quality of Hire Talent Scorecard could be used to improve hiring results. I was surprised it was so insightful interpreting relationships and ideas that were never written. You’ll see what I mean below.
Back to Hiring Basics: Benchmark How and Why the Top 25% Change Jobs
It turns out that anyone can be in the top 25% with the right job, the right company, and the right hiring manager. But this is a rare event despite having spent $400-500 billion in job postings and HR tech in the past 25 years in the hope of matching the perfect job with the perfect candidate.
Do This First Before Ever Asking About Goals
The worst question about career goals is something like, “What’s your major career goal for the next five years?”
Leverage Your LinkedIn Network to Hire More Leaders
Leverage: Getting more output with less input.
Leaders are force multipliers who get more done with and through people using some type of magical leverage.
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:
Chapter 4 – Developing a Bias-Free Hiring Process
This chapter is about controlling interviewer bias. It is the most important chapter in the book since more hiring mistakes are made due to bias than any other cause. In fact, if you read only this chapter before conducting another interview and use these techniques for overcoming bias, you’ll reduce you’re hiring mistakes by at least 50%. (See graphic below.)
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.
Performance-based Hiring is Win-Win Hiring
As part of the fourth edition of Hire with Your Head (Wiley, September 2021) we’re starting a unique book club for those who pre-order the book. Over the next several weeks I’ll be highlighting different themes from the book. This week focuses on the idea of hiring for the long-term rather than the start date in order to achieve consistent Win-Win Hiring outcomes.