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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Don’t Make Strategic Career Decisions Using Tactical Information
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 →Managerial Fit is the Key to Achieving More Win-Win Hiring Outcomes
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 →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.
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Leave a Comment (0) →8 Clues You're Interviewing an Exceptional Person
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 →This 2-Question BEST Test Beats DiSC, MBTI and PI
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.
Continue Reading →Hire Smart or Manage Tough
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) →What You Need to Ask the Hiring Manager In Order to Source the Right Candidate
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 →Lou Adler's Hiring Troubleshooting Guide
Here is Lou Adler's Hiring Troubleshooting Guide, a comprehensive listing which outlines the hiring problem and the solution.
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Leave a Comment (0) →Don't Hire Managers Who Don't Know How to Hire or Manage
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Leave a Comment (0) →Don't Hire Managers Who Don't Know How to Hire.
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Leave a Comment (0) →Managers Who Can't Recruit Shouldn't be Managers
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Leave a Comment (0) →How Hiring Managers Can Become 100% Better at Hiring
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Leave a Comment (0) →Hiring Managers Need to Recruit Like the Golden State Warriors
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Leave a Comment (0) →Why Hiring Managers Need to Be Totally Responsible for Hiring
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Leave a Comment (0) →Are Hiring Practices Fundamentally Flawed?
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Leave a Comment (0) →A Hiring Manager's Do-It-Yourself Guide to Recruiting
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Leave a Comment (0) →How to Hire Hiring Managers Who Know How to Manage
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Leave a Comment (0) →How to Not Hire Jerks
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Leave a Comment (0) →A Must-Follow Checklist for Recruiting Exceptional People
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Leave a Comment (0) →15 Oddball Ideas for Getting a (Better) Job
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Leave a Comment (0) →A 7-Step Plan for Putting 5 Million People Back to Work
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Leave a Comment (0) →A Radical, New Way to Interview Job Candidates
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Leave a Comment (0) →The Good News and Bad News About Relying on Technology to Recruit
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Leave a Comment (0) →5 Crazy Advertising Ideas for Attracting Great Candidates
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Leave a Comment (0) →A 10-Step Recruiting Primer for Hiring Managers
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Leave a Comment (0) →Use the Process of Success to Hire Better People
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Leave a Comment (0) →The 10 Traits of Outstanding Candidates
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Leave a Comment (0) →5 Ways Good Managers Can Hire Great People
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Leave a Comment (0) →Hire More Diverse Talent by Rethinking the Job Description
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Leave a Comment (0) →12 Skills Every Recruiter Must Master
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Leave a Comment (0) →Big Idea 2015: The One Trend That Will Impact Your Job
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Leave a Comment (0) →How to Get a Job in the Hidden Job Market in 2015
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Leave a Comment (0) →The One Hiring Mistake Everyone Makes and How to Avoid It
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Leave a Comment (0) →4 Things the World's Best Managers Do to Hire the World's Best People
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Leave a Comment (0) →Lou Adler’s 5 Rules for Recruiting Passive Candidates
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Leave a Comment (0) →Forget the Glass Ceiling; It’s Time to Break the Talent Ceiling
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Leave a Comment (0) →How the Best Recruiters Prep Their Best Candidates
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Leave a Comment (0) →How to Create a Results-oriented Culture
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Leave a Comment (0) →Five Hiring Trends that Will Affect Your Career
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Leave a Comment (0) →The 4 Deadly Hiring Sins and How You Can Overcome Them
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Leave a Comment (0) →Spell of the Clever Query or How to Turn Frogs Into Purple Squirrels
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Leave a Comment (0) →The One Thing You Must Do to Break the Talent Ceiling Limit
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Leave a Comment (0) →2 Foolproof Rules for Avoiding 2 Classic Hiring Blunders
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Leave a Comment (0) →How to Hire People Who Can Hit the Ground Running
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Leave a Comment (0) →Recruiters Must Demand Their Hiring Managers Prepare performance-based Job Descriptions
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