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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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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Using AI to Prep for the Interview

Using AI to Prep for the Interview

I must have prepped over a thousand candidates for different roles from professional staff to senior executive positions in all types of industries. During my in-depth interview with the candidate I wanted to be sure they were first competent and motivated to do the actual work and second they would also see the role as a worthy career move. Once I was confident about their ability I then prepped them to ensure they were properly assessed by the hiring manager.

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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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On Becoming a Super Recruiter

On Becoming a Super Recruiter

When creating a talent acquisition strategy it’s important to note that about 20-25% of those in the workforce are always actively looking for another job. This is the group companies need to target to fill open jobs as rapidly as possible. There’s another 20-25% who are always proactively passive. Don’t even attempt to contact these people unless you’ve worked with the person before. Given this, it’s obvious the candidates you’ll want to hire for your most important roles are in the other 50-60%. While this is the ideal talent market, these people won’t respond to your emails or calls unless you become an expert at passive candidate recruiting. This involves a number of critical skills, in particular:

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Without an EVP a Job Is Just a Job

Without an EVP a Job Is Just a Job

 If you want to hire a great person, you need to offer a great job, not a laundry-list of skills, experiences and competencies that at best is no more than an ill-defined lateral transfer surrounded by some generic boilerplate. This is even more important today with candidates leaving within 90 days after starting if the new job turns out to be more promise than substance (Fortune, May 2022).

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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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