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?”
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The worst question about career goals is something like, “What’s your major career goal for the next five years?”
Continue Reading →Tags: Hiring Decisions, hiring managers, Hiring Success, interview
Posted in: Quality of Hire, Talent Strategy
Leave a Comment (0) →In a post earlier this year I claimed that too many people change jobs for all the wrong reasons. Most often it's for the stuff at the bottom of the "Maslow's Hierarchy of Hiring Needs" graphic above, rather than the stuff at the top. Unless they're (very) lucky, the result is always disappointment, dissatisfaction and regret.
Continue Reading →It doesn’t take much research to figure out that for candidates who are hired primarily for their hard skills when they underperform it’s most often due either to their lack of soft skills, team skills or an inability to work with their hiring manager. These problems can be avoided by changing how candidates are assessed with more focus on the context of the job and the fit factors, not just their technical competency. The “how to do this properly” is fully covered in the 4th edition of Hire with Your Head (Wiley & Sons, September 2021) but the theme of hiring for the anniversary date, rather than the start date, is the real purpose of the book. This is called Win-Win Hiring.
Continue Reading →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.
Continue Reading →On September 22, 2021, the 4th edition of Hire with Your Head will be published by John Wiley & Sons. As part of the totally revised edition, I reviewed some of my favorite posts from the past few years and incorporated them in the new book. The following is a slight rewrite of one that appeared on LinkedIn’s Talent Blog a few years ago.
Continue Reading →Back in the ‘80s I took my first DiSC personality assessment and its cousin, the Predictive Index (PI). Like the Myers-Briggs type indicator (MBTI), these types of assessments involve a series of either/or questions like, “Would you rather attend a beer bust or do root cause analysis?” The DiSC and PI tests concluded I liked to persuade people with a hammer and that I was a weak analyst.
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Posted in: Assessing Soft Skills, Talent Strategy
Leave a Comment (0) →I first heard about Red Scott’s “Hire Smart or Manage Tough” credo 30+ years ago at a Vistage (then TEC) resource presentation.
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Leave a Comment (0) →If a recruiter ever needs to present more than 3-4 candidates in order to make one great hire, there is something fundamentally wrong with the hiring process being used. And, if two of the remaining three aren’t aren’t strong backups, something is even bigger is wrong.
Continue Reading →Here is Lou Adler's Hiring Troubleshooting Guide, a comprehensive listing which outlines the hiring problem and the solution.
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Continue Reading →Tags: hiring managers, lou adler, performance profiles, Quality of Hire
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Leave a Comment (0) →Lou Adler’s Fourth Edition Book
Hire with Your Head