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

Spot High Achievers with These Sherlock Clues

Spot High Achievers with These Sherlock Clues

Predicting a candidate’s on-the-job performance often feels like solving a mystery. For me the mystery was solved when I discovered that by focusing on what people DO with what they HAVE, rather than what they HAVE in terms of skills, experiences and competencies, it was possible to more accurately predict their performance.

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Turn the Tables: Proactive Questions to Ask in Your Next Job Interview

Turn the Tables: Proactive Questions to Ask in Your Next Job Interview

I asked ChatGPT to write a summary of this video interview course “How to Prepare for Your Interview.” It’s pretty close. The idea is that by asking question you’ll be able to showcase your accomplishments rather than being asked to respond to a bunch of inane questions. This approach will work real wonders for those who aren’t too confident when being interviewed. CAUTION: It’s important to not ask self-serving questions, e.g., what’s the benefit plan, WFO policy, and the like, until it’s clear the company wants to invite you back for another round. Then these questions are okay. As an FYI, I’ve prepped thousands of candidates using this approach and as I said in the conclusion to The Essential Guide for Hiring & Getting Hired:

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Hiring for Skills: A Real Solution or Just a Fad

Hiring for Skills: A Real Solution or Just a Fad

Hiring for skills is a popular trend among employers who want to broaden the talent pool to include more diverse and fully qualified candidates. Instead of relying on credentials, such as degrees, certificates, or years of experience, skills-based hiring focuses on the abilities and competencies that are relevant for the job. This approach can have many benefits, such as expanding the talent pool, reducing bias, and improving retention. However, it also comes with some challenges that need to be addressed in order to make it effective and fair.

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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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Measuring Quality of Hire

Measuring Quality of Hire

After tracking the 10-year performance of 100s of candidates I placed in mid-management roles from 1980 to 2000, I finally figured out how to measure Quality of Hire. It’s described in detail in Chapter 16 of Hire with Your Head (4th edition, 2021, Wiley). The other day I asked ChatGPT if the approach was still accurate or now flawed. Here’s the full dialogue. Below is the short summary.

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Converting Jobs into Careers

Converting Jobs into Careers

Using a single sentence prompt I asked ChatGPT to convert this LinkedIn Learning course on embedding post-hire success into the pre-hire process into a compelling super short story. It follows below. Send us a link to one of your open job descriptions and we’ll show you how to make Amelia’s story yours.

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Exposing the “Veneer of Superficiality” Interview

Exposing the “Veneer of Superficiality” Interview

As a recruiter I abhorred the idea that an outstanding candidate for an important job was being judged by a person who wasn’t a very good interviewer. Sadly, after having debriefed over one thousand different interviewers, I estimate that about two-thirds fell short. And too often the assessments of those who were valid were overridden or discredited by those who weren’t.

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Be Careful What You Wish for …

Be Careful What You Wish for …

I’m getting nervous with the proliferation of all of these AI-infused chatbots that will change life and work as we now know it. Some of them are wrong. Really wrong.

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