The Only Two Questions You Need to Ask to Assess Ability AND Potential
The other day a candidate asked me how to figure out if he was qualified for a new role given 15 years of experience with the same company.
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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.
Continue Reading →The Two Questions You Must Ask to Ensure a Win-Win Hiring Outcome
A Win-Win Hiring outcome means the hiring manager and the new hire both agree it was the right decision one year into the job. While defining hiring success at the one year anniversary date rather than the start date is a worthy goal, it requires some significant process reengineering efforts to achieve it on a consistent basis. The first is recognizing what works and what doesn’t and then asking two critical questions during the interview.
Continue Reading →Soft Skills Are Too Important to Be Called Soft
A person’s “soft skills” can’t be measured by some simple test despite what some test seller might tell you. Snake oil has a better track record when you add false positives (passed the screen but failed the reality) and false negatives (failed the screen but passed the reality) into the mix.
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Leave a Comment (0) →This Fatal Flaw in Competency Models Prevents Hiring Success
At the beginning of a recent corporate recruiter workshop a hiring manager I had worked with previously at LinkedIn, asked if he could tell a Performance-based Hiring interviewing story.
Continue Reading →Eliminate the #1 Cause of Employee Dissatisfaction with this One Change
In The Essential Guide for Hiring & Getting Hired I contend that one of the big reasons companies struggle to hire exceptional talent is by posting job descriptions that require a bunch of prerequisites that don’t predict on-the-job success.
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Continue Reading →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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Leave a Comment (0) →The Leadership Fractal: Accurately Predicting Performance for Any Job
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Leave a Comment (0) →How to Uncover the Four Best Predictors of Success in 30 Minutes
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Leave a Comment (0) →Use the Process of Success to Hire Better People
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Leave a Comment (0) →The 10 Traits of Outstanding Candidates
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Leave a Comment (0) →5 Ways Good Managers Can Hire Great People
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Leave a Comment (0) →Hire More Diverse Talent by Rethinking the Job Description
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Leave a Comment (0) →12 Skills Every Recruiter Must Master
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Leave a Comment (0) →Big Idea 2015: The One Trend That Will Impact Your Job
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Leave a Comment (0) →How to Get a Job in the Hidden Job Market in 2015
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Leave a Comment (0) →The One Hiring Mistake Everyone Makes and How to Avoid It
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Leave a Comment (0) →4 Things the World's Best Managers Do to Hire the World's Best People
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Leave a Comment (0) →Lou Adler’s 5 Rules for Recruiting Passive Candidates
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Leave a Comment (0) →Forget the Glass Ceiling; It’s Time to Break the Talent Ceiling
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Leave a Comment (0) →How the Best Recruiters Prep Their Best Candidates
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Leave a Comment (0) →How to Create a Results-oriented Culture
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Leave a Comment (0) →Five Hiring Trends that Will Affect Your Career
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Leave a Comment (0) →The 4 Deadly Hiring Sins and How You Can Overcome Them
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Leave a Comment (0) →Spell of the Clever Query or How to Turn Frogs Into Purple Squirrels
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Leave a Comment (0) →The One Thing You Must Do to Break the Talent Ceiling Limit
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Leave a Comment (0) →2 Foolproof Rules for Avoiding 2 Classic Hiring Blunders
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Leave a Comment (0) →How to Hire People Who Can Hit the Ground Running
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