Posts Tagged Interview Tips
While it’s hard to believe that a single hiring mistake could cost a company $400 thousand, it’s not so hard to believe when looking at this table showing the incremental profit contribution of employees at these well-known companies. The idea behind this table is that it shows the full financial and business impact a person has on a company, rather than just considering the person’s compensation package.
Continue Reading →
Many years ago I worked with LinkedIn on preparing a video highlighting the importance of developing a hiring strategy based on attracting the best rather than one designed to filter out the weak. It turns out that without the right talent strategy it's not possible to hire more leaders on a consistent basis. Chance, hope, the latest technology or job boards won't help. While the message in the video is still true today, most people will have some Catch-22 excuse why it won't work.
Continue Reading →
In my 45+ years as a recruiter, one of the many things I’ve learned is that strangers get a bad deal when it comes to being accurately assessed during interviews. While people who are known to the hiring manager are assessed on their past performance, strangers are judged on their motivation to get the job, a bunch of generic competencies, the depth of their technical knowledge and the quality of their presentation skills. Worse, all of these factors are viewed through a biased lens filled with misconceptions and flawed logic.
Continue Reading →Posted in: Controlling Bias, Diversity Hiring
Leave a Comment (0) →
When I first became a recruiter, one big frustration was having hiring managers reject good people for bad reasons. When this happened, the hiring manager would inevitably ask, “Do you have any other candidates?” and I would have to do the search all over again. For everyone involved — the recruiter, the hiring manager, and the candidate — this is a waste of time. And when it happens too often, it means the hiring process is broken.
Continue Reading →
The reason hiring acquaintances is more predictable is that these people are hired based on their known performance doing comparable work in comparable situations. Strangers, on the other hand, don’t get this free pass. Instead, they’re first screened on their level of skills, experiences and academic background and then assessed in large measure on the quality of their presentation skills, first impression and personality.
Continue Reading →Posted in: Quality of Hire, Recruiting & Closing
Leave a Comment (0) →
While a professional phone screen won’t solve these problems, it will identify their root cause. That’s why every recruiter and hiring manager needs to master the phone screen before implementing any other hiring initiative.
Continue Reading →Posted in: Quality of Hire, Recruiting & Closing
Leave a Comment (0) →To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
Continue Reading →Posted in: Current Articles
Leave a Comment (0) →To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
Continue Reading →Posted in: Current Articles
Leave a Comment (0) →To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.
Continue Reading →Posted in: Current Articles
Leave a Comment (0) →
Lou Adler’s Fourth Edition Book
Hire with Your Head