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Assessing Motivation Can Make or Break Your Next Hire — Here's How to Do It

Assessing Motivation Can Make or Break Your Next Hire — Here

In my 40+ years of recruiting, I’ve learned that recruiters often make a critical mistake in assessing a candidate for a position. Simply put, they think a candidate’s motivation to get the job (such as being prepared and on-time for the interview) is the same as their drive to do the job once they’re hired.

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Posted in: Quality of Hire

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A Paradigm-Shifting Idea When It Comes to Hiring

A Paradigm-Shifting Idea When It Comes to Hiring

Consider Hiring an Investment, Not an Expense

It seems the only companies successful at attracting great people on a consistent basis are those with the big brass employer brands. For everyone else, even those using ZipRecruiter or Indeed, it’s hard to hire stronger people when the focus is on the speed and cost of hiring rather than the impact those being hired can make.

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Posted in: Talent Strategy

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Stop the Revolving Door of Dissatisfaction and Turnover with This Crazy Idea

Stop the Revolving Door of Dissatisfaction and Turnover with This Crazy Idea

It’s important to remember that when it comes to changing jobs, it’s where you’re going that matters more than where you’ve been. 

In a recent post I contended that you don’t need a high-tech solution to solve a high touch problem like turnover. The problems and solutions are just too obvious.

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Posted in: Passive Candidate Recruiting, Recruiting & Closing

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Eliminate the #1 Cause of Employee Dissatisfaction with this One Change

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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Posted in: Rethinking the Job Description

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The Power of the Exploratory Phone Screen

The Power of the Exploratory Phone Screen

In this podcast Lou Adler goes step-by-step through what he contends is a barometer for a company’s entire hiring process. Using this process you will only need to phone screen 10-12 people to interview 3-4 people in-person to wind-up with one great hire. Whenever these metrics are exceeded the problem is either due to ineffective sourcing or weak recruiting or assessment skills. In this podcast you’ll learn how to identify outstanding talent who will not only raise the talent bar at your company but also will accept a fair offer. 

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Posted in: -, Current Articles, Podcasts

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Hiring for Performance Not Skills

Hiring for Performance Not Skills

Frequently hiring managers make the excuse that they don’t have enough time to spend with the recruiter to discuss a new job. Instead they want the job posted right away. In this podcast Lou Adler describes how this approach wastes more time than it saves and how to convert a 45-minute conversation into stronger hires.

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Posted in: -, Current Articles, Podcasts

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