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

How to Measure and Max Quality of Hire – Part 1

How to Measure and Max Quality of Hire – Part 1

Quality of hire is a crucial metric for organizations as it directly impacts overall performance, employee retention, and business outcomes. However, companies often struggle to agree on how to measure it due to the multifaceted nature of job performance and the subjective elements involved in traditional evaluation methods.

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Think Like a CFO: Transforming HR Decisions into Strategic Financial Wins

Think Like a CFO: Transforming HR Decisions into Strategic Financial Wins

In an earlier life, I was a financial analyst at the HQ of a Fortune 50 company evaluating business plans, R&D projects, new ventures, acquisitions and capital investments of all types. Later on as a recruiter I placed hundreds of people in leadership roles, including sales, operations and logistics where an understanding of financial decision-making was an essential skill. This newsletter will help HR professionals embrace this type of financial thinking as part of an on-going series of webcasts, “Moneyball for HR!” and our series of complementary LinkedIn Learning programs.

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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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Building a DOING vs. Having Corporate Culture

Building a DOING vs. Having Corporate Culture

Long ago (in the 1980s), I discovered that I could attract stronger candidates and generate additional referrals when I described some of the challenges in the job and how they impacted the business strategy as part of an exploratory conversation. In fact, to get most of these prospects to talk to me all I had to do was just ask them if they’d be open to discuss an opportunity if it represented a potential career move. Few said no when phrased this way.

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How to Assess True Motivation

How to Assess True Motivation

During a recent Performance-based Hiring workshop for hiring managers I suggested that measuring motivation to excel was the secret sauce in hiring outstanding people. This is “n” in the Hiring Formula for Success. One of the leaders suggested asking about five year career plans was how he assesses this. I pushed back and said the candidate’s answer was subject to the interviewer’s biases since diverse and minority candidates might have different career aspirations. Instead I offered an alternative as summarized in this ChatGPT- inspired story.

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The Single Best Way to Improve the Candidate Experience: A Thought Piece

The Single Best Way to Improve the Candidate Experience: A Thought Piece

Despite investing billions annually over the past quarter century, little has been achieved in increasing interviewing accuracy; measuring, predicting and improving quality of hire; reducing churn, improving job satisfaction or hiring more talented people. The only obvious outcome from this enormous spend is an estimated fivefold increase in unqualified candidates applying for jobs, enabled by the ease of a single-click application process.

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Talent-Centric Hiring: Moving Past Traditional HR Practices

Talent-Centric Hiring: Moving Past Traditional HR Practices

When the demand for outstanding talent outstrips the supply, you must break away from traditional HR constraints that inadvertently put a lid on the quality of the people seen and hired. (FYI, we discuss these controversial ideas at our monthly Hire with Your Head book club meetings. Please join us.)

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The D in DEI Does Not Stand for Discrimination

The D in DEI Does Not Stand for Discrimination

On my first search assignment for a plant manager for an automotive products company the President of the group handed me an almost traditional job description. The almost part was that it was hand-written. The traditional part was that it was filled with the standard jargon listing skills, experience, academic requirements and the omnipresent “must have” competency, “be results driven.”

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Predict New Hire Success on the Start Date

Predict New Hire Success on the Start Date

Last week at our Hire with Your Head book club event I proclaimed that it was easy to predict a new hire’s first year success and satisfaction on the start date based on the person’s answer to this one question.

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The Hidden Cost of Hiring Mistakes is Enormous

The Hidden Cost of Hiring Mistakes is Enormous

It turns out that the actual cost of hiring people who wind up in the bottom half is at least $100 thousand per bad decision and for managers it’s a big multiple of that! This is based on the fact that the average revenue per employee for those in the Fortune 500 is $1 million with a variable margin about 40% or $400 thousand.

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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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Hiring for Success – Part 7

Hiring for Success – Part 7

With AI, there’s a new math for hiring. It turns out everyone can now be in the top half of the top half. To get there candidates and hiring managers both need to be more discriminating and make wiser decisions. Getting to the top 10% takes a little more effort. For some it’s worth it.

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Using AI, Everyone Can Now Be in the Top Third

Using AI, Everyone Can Now Be in the Top Third

According to ChatGPT everyone can now be in the top third despite the mathematical absurdity. These are people who are more motivated, more satisfied, more productive, stronger team players and more flexible. Here’s all you need to do to get started.

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GAI’s Tip of the Hiring Iceberg

GAI’s Tip of the Hiring Iceberg

Spoiler alert. This could be scary. It represents the future of hiring.

I just used ChatGPT to fundamentally change how job candidates will be sourced, assessed, recruited and managed in the future. Here’s how to get started. If you dare.

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Hiring More Leaders Starts by Changing Your Hiring Strategy

Hiring More Leaders Starts by Changing Your Hiring Strategy

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.

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