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

Job Descriptions Prevent Good Hiring

Job Descriptions Prevent Good Hiring

Last month I was speaking to a senior director of software engineering for a major high-tech company. With over 200 developers in his department and years of experience hiring top performers this observation was earth-shattering:

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Leadership Lessons from the 1970s

Leadership Lessons from the 1970s

I was a guest on Simon Fagg’s excellent After Dinner Leadership podcast last week. Simon brings an oldie with a newbie to discuss how business ideas of the past might still be useful today. Simon’s first question to me was to highlight some early leadership lessons that I felt were still relevant. Here’s what I came up with from the early 1970s.

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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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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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