The "Win-Win" Performance-based Hiring Articles, Insights and Podcasts

This Existential HR Gap is Widening

This Existential HR Gap is Widening

As part of doing the research for a new course for LinkedIn Learning on how to use data-driven evidence to drive HR change, I’ve discovered a potential existential threat to the HR department. And I don’t think I’m “crying wolf” here, either, but be sure to comment below and add your perspective.

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Learn Performance-based Hiring in One Hour with ChatGPT – Part 1

Learn Performance-based Hiring in One Hour with ChatGPT – Part 1

ChatGPT considers Performance-based Hiring a game-changer for raising the talent bar with stronger and more diverse talent for every critical position from staff level to senior executive. It begins with how job descriptions are written and posted and ends on the first year anniversary date when the new person and the hiring manager both agree they made the right decision.

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Use Small Steps to Implement Big Change

Use Small Steps to Implement Big Change

Note: I asked ChatGPT to write a short story about this new course just released on LinkedIn Learning about how to launch major HR change programs. Too often these projects get started without enough cross functional support and as a result fail to get traction. The...

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The #1 HR Metric of All Time

The #1 HR Metric of All Time

For a quarter of a century, Human Resources departments have grappled with quantifying the elusive ‘Quality of Hire’—a metric that, until recently, seemed more like a mirage than a measurable figure. It’s often been considered the Holy Grail of HR metrics due to its direct impact on an organization’s success. But why is Quality of Hire so critical, and how has it remained so evasive over the years?

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Job Descriptions Prevent Good Hiring

Job Descriptions Prevent Good Hiring

Last month I was speaking to a senior director of software engineering for a major high-tech company. With over 200 developers in his department and years of experience hiring top performers this observation was earth-shattering:

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Leadership Lessons from the 1970s

Leadership Lessons from the 1970s

I was a guest on Simon Fagg’s excellent After Dinner Leadership podcast last week. Simon brings an oldie with a newbie to discuss how business ideas of the past might still be useful today. Simon’s first question to me was to highlight some early leadership lessons that I felt were still relevant. Here’s what I came up with from the early 1970s.

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The Best Interview Technique of All Time

The Best Interview Technique of All Time

I think too many people including those in HR, OD experts, hiring managers and recruiters, believe being a good interviewer requires some remarkable insight into human behavior. I think they’re mistaken. There is an alternate path: being a good detective.

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Managerial Fit is the Key to Achieving More Win-Win Hiring Outcomes

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.

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8 Clues You’re Interviewing an Exceptional Person

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. 

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