Archive for Talent Strategy

Stop Turnover: Give Everyone a 20% Annual Increase

Stop Turnover: Give Everyone a 20% Annual Increase

Ensuring the candidate has the right information to answer the, “Why do you want the job?” question, starts when I first talk with the person. During this call I suggest that no one should accept an offer for another job if it doesn’t provide at least a 30% non-monetary increase. More important, all offers, including not changing jobs or accepting a counteroffer should be compared using this same benchmark. This idea is shown in the graphic and referred to as the 30% Solution.

Continue Reading →

Posted in: Current Articles, Talent Strategy

Leave a Comment (0) →

Amazon’s Talent Bar-raising Program Reveals Flaws in Hiring Practices

Amazon’s Talent Bar-raising Program Reveals Flaws in Hiring Practices

The Six Sigma movement of the 1980s and 1990s was developed around the same concept of correcting problems as early as possible in the process to minimize costs and maximize final product quality.

The same idea can be applied to a company’s sourcing and selection process based on the idea that too many rejections at the end of the process, including good candidates opting-out or rejecting offers and bar-raisers saying no, means there’s a problem somewhere upstream. Eliminating these upstream problems will reduce costs, increase recruiter productivity, save time, and shorten time-to-fill while raising the quality of the people being seen and hired.

Continue Reading →

Posted in: Current Articles, Talent Strategy

Leave a Comment (0) →

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.

To access this article you must be a registered user/member of this site. Click the appropriate link below to continue.

Continue Reading →

Posted in: Talent Strategy

Leave a Comment (0) →

Candidates Must Answer Yes to These 10 Questions Before You Ever Make an Offer

Candidates Must Answer Yes to These 10 Questions Before You Ever Make an Offer

Whether a person will accept a job offer, reject it, or back out later should never come as a surprise. Any surprise factor can be avoided as long as you follow some fundamental recruiting techniques.

The most important: Never make an offer you’re not absolutely sure will be accepted.

Underlying this rule is the need to test every component of an offer to determine if the candidate will accept it before formalizing the offer in writing.

Testing can be as simple as asking the candidate if he/she would accept a fair offer and be able to start by a certain date. Any evasiveness is a clue the offer won’t be accepted.

A more formal approach to testing involves getting “yes” answers to the ten following questions. It’s important to note that getting a “no” is not a bad thing. Converting the “no” into a “yes” is called recruiting.

Continue Reading →

Posted in: Current Articles, Performance-based Interview, Quality of Hire, Talent Strategy

Leave a Comment (0) →

8 Clues That a Candidate Will be an Exceptional Employee

8 Clues That a Candidate Will be an Exceptional Employee

Over the past 40 years, I have reviewed at least 30,000 resumes and LinkedIn profiles and personally interviewed over 5,000 job candidates. After tracking the subsequent performance of hundreds of these people, it became apparent that there were clues in the resume and work history that accurately predicted the likelihood the person would be successful even in roles that were promotions, different jobs, stretch assignments, or in different industries.

Continue Reading →

Posted in: Passive Candidate Recruiting, Talent Strategy

Leave a Comment (0) →

Two Things Recruiters Can Do to Consistently Identify the Top Candidates

Two Things Recruiters Can Do to Consistently Identify the Top Candidates

Three weeks ago, I met with a bunch of CEOs who are members of Vistage, an organization helping small and mid-size companies grow and manage their businesses. One of their biggest challenges is finding and hiring the right people. At the meeting, they all complained that the recruiters they were using were inadequate. They said few understood the job requirements or the company and all presented too many average candidates.

Continue Reading →

Posted in: Quality of Hire, Talent Strategy

Leave a Comment (0) →