Posts Tagged Performance-based Hiring

Back to Hiring Basics: Benchmark How and Why the Top 25% Change Jobs

Back to Hiring Basics: Benchmark How and Why the Top 25% Change Jobs

It turns out that anyone can be in the top 25% with the right job, the right company, and the right hiring manager. But this is a rare event despite having spent $400-500 billion in job postings and HR tech in the past 25 years in the hope of matching the perfect job with the perfect candidate.

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Posted in: Assessing Soft Skills, Recruiting & Closing, Talent Strategy

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Filling Generic Jobs with Generic People is a Recipe for Disappointment

Filling Generic Jobs with Generic People is a Recipe for Disappointment

It turns out that hiring outstanding talent on a consistent basis has little to do with your ATS, which job boards you use or the quality of your competency model. The process shown in the image below (PDF version) will give you consistent great results as long as you do these four things first:

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Posted in: Controlling Bias, Passive Candidate Recruiting, Rethinking the Job Description

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“Tell me about yourself” and other PBI interviewing tips

“Tell me about yourself” and other PBI interviewing tips

 The traditional interview process has been shown to be unreliable in predicting job performance, often due to bias, lack of training and a focus on surface-level characteristics. The Performance-based Interview (PBI) is a natural language approach that seeks to assess an individual's competency, fit and motivation by asking them to describe their past performance in specific situations. Studies have shown that the PBI is a more accurate predictor of job performance than other interview methods, making it a valuable tool for organizations seeking to hire the best candidates. Moreover, the PBI can be used to assess candidates at all levels of experience, making it an ideal method for career development and succession planning.

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Posted in: Performance-based Interview, Rethinking the Job Description, Talent Strategy

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The Traditional Interview is a Terrible Predictor of Performance

The Traditional Interview is a Terrible Predictor of Performance

One of Stephen Covey's 7 Habits of Highly Effective People is “Begin with the end in mind.” This is great advice whenever implementing any type of process improvement program especially changing how hiring is done at your company. “Think win-win” is another one of Covey's seven habits. When it comes to hiring, this habit is doubly important. It means ensuring the new hire and the hiring manager both recognize the importance of making the right decision and both have all of the information needed to make the right one. Due to its importance this habit has been adopted as the overriding goal and theme of the new edition of Hire with Your Head and rightly called “Win-Win Hiring.” It means hiring for the anniversary date rather than the start date.

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Posted in: Diversity Hiring, Passive Candidate Recruiting

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Performance-based Hiring is Win-Win Hiring

Performance-based Hiring is Win-Win Hiring

As part of the fourth edition of Hire with Your Head (Wiley, September 2021) we’re starting a unique book club for those who pre-order the book. Over the next several weeks I’ll be highlighting different themes from the book. This week focuses on the idea of hiring for the long-term rather than the start date in order to achieve consistent Win-Win Hiring outcomes.

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Posted in: Controlling Bias, Current Articles, Diversity Hiring

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Stop Making Tactical Excuses for a Strategic Hiring Problem

Stop Making Tactical Excuses for a Strategic Hiring Problem

The fourth edition of Hire with Your Head (Wiley, September 2021) will soon be published. As part of the unique book club we’re putting together for those who pre-order the book program, I’ll be selecting different sections of the book to highlight. The opening of the book makes the case that most hiring problems are strategic in nature, so I’ll start there.

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Posted in: Current Articles

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Interviewing is Not About Asking the Right Questions; It’s About Getting the Right Answers

Interviewing is Not About Asking the Right Questions; It’s About Getting the Right Answers

While asking a bunch of standard behavioral questions might help eliminate weak candidates, that approach will backfire when interviewing the strongest candidates. In fact, I’ll contend that with just two basic questions you can accurately predict ability, motivation, fit, performance and potential. One question involves digging into the candidate’s major accomplishments, the other how the person would figure out how to solve a realistic job-related problem.

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Posted in: Performance-based Interview, Quality of Hire

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5 Interview Prep Tips to Help Ensure Your Good Candidates Aren’t Being Excluded for Bad Reasons

5 Interview Prep Tips to Help Ensure Your Good Candidates Aren’t Being Excluded for Bad Reasons

While writing my book, The Essential Guide for Hiring & Getting Hired, I found it challenging to write the section about “Getting Hired” since my target audience was primarily hiring managers, interviewers, and recruiters. But I felt the “Getting Hired” part was important to add in order to give job seekers a chance to take control of the interview whenever they felt they weren’t being fairly assessed.

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Posted in: Quality of Hire, Recruiting & Closing, Talent Strategy

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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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Posted in: Current Articles

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