Lou Adler Group - Originators of Performance-based Hiring

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The Lou Adler Group Articles

Lou Adler's Hiring Troubleshooting Guide

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This Trait Drives Personal Success

Of late, there’s been a number of questions on my Quora account from high school seniors and their parents about what will happen to them if they don’t get into their dream school.

This was and...

How to Assess If a Candidate Will Be a Team Player, Sherlock Holmes Style

Sherlock Holmes is a master of deduction: Using evidence to determine the crime and the criminal.

Surprisingly, this same objective evidence-based approach can be used to interview a candidate for...

This Is the Key Difference Between Good and Great Recruiters

In a recent study, we compared the performance of the best executive recruiters to their corporate, RPO and agency counterparts. The overall results are summarized in the graphic.

Here’s the sh...

Assessment Tests Often Exclude the BEST Candidates for the Worst Reasons

In a recent post I made the case that PI, CI, DISC and similar style-based assessment tests are ill-advised for screening purposes. Despite their problems, they have value when used to assess the fin...

Eliminating These 3 Common Tools Will Disrupt (and Improve) Your Hiring Process

Hiring better people starts by disrupting the hiring process as we know it, and disrupting the hiring process starts by eliminating certain tools.

It’s no secret that I consider psychological pse...

A Commonsense Idea for Removing Interview Bias

Bias is insidious. Politics is the best example of bias at its worst. Long ago I learned how to overcome interviewing bias by accident by conducting a non-interview. The story went something like this...

As Sourcing Becomes Easier, Recruiting Becomes Harder

In a talent scarcity situation where the demand for top talent exceeds the supply, I advocate a “small batch, high touch, high tech” hiring model. Done properly, you only need 15-20 prospects at t...

How I Stumbled Upon the World’s Greatest Interview

Imagine a job interview that achieves the following:

Accurately predicts on-the-job performance, motivation, cultural fit and potential.
Minimizes every type of interviewer bias, like race, ge...

This One Change Will Change Everyone You Hire

Assess Ability Before You Assess Likability
Bias permeates everything we do. Politics is the best example of bias at its worst. The big problem with bias is that we ignore information that conflicts...

How to Use the 80/20 Talent Rule to Increase Quality of Hire

Most companies unknowingly violate this the 80/20 Talent Rule every day. The rule is:

Focus 80% of your hiring and recruiting efforts on the most important 20% of the talent market.

When compani...

Violate the 80/20 Talent Rule at Your Peril

The 80/20 Talent Rule: Invest 80% of your hiring and recruiting efforts on the most important 20% of the talent market.

Twenty years ago I had this cartoon drawn to reflect the then state-of-affair...

Making This One Change to How I Wrote Job Descriptions Made Me a Better Recruiter

Before I became a recruiter, I worked in several different industries. I was a guidance and control system engineer, financial analysist, manager of capital budgeting, director of business planning, d...

Ask These Questions to Ace the Job Interview

Once you get an interview, the chance you'll be assessed properly is remote. You can improve your odds 5-10X by asking "forced-choice turn-around" questions. For example, if the manager is asking a ra...

4 Highly Effective Ways to Eliminate Hiring Bias

Bias permeates everything we do. Politics in the news is the best example of bias at its worst. While this is just one area in which bias dominates our decision-making process, the bigger problem with...

6 Steps for Creating an Expert Hiring System

An expert system is a business process that simulates the judgment and behavior of a human who has expert knowledge and experience in a particular field.

I've been around for a lot of years...

The Sherlock Holmes Interview Accurately Predicts Technical Ability

Most technical managers find the interviewing skills of their recruiters woefully inaccurate. They contend this is largely due to their inability to accurately assess technical competency.

Most rec...

The Best Technical Interview of All Time for Non-Techies

Last week, I was talking with a senior technical director who handles major defense contracts for advanced weapon systems. He lamented that he could not find enough top hardware and software engineers...

The Job Seeker’s Guide to the Universe and Related Matters

I recently tweeted the image shown below. With no explanation whatsoever it got 320 thousand views in a few days but only 1,400 clicks to the details.

Given this reaction to the importance of chan...

“Missing the Point” is the Source of Most Conflict

I contend I’m the most objective person in the world despite the fact that I always use biased information to prove it.

The same holds true for just about everyone when interviewing candidates ...

Stop Asking About Salary History and Do This Instead

It's pretty clear that people who write laws prohibiting discussions about salary history don't know anything about hiring. If they did, they would write a law preventing companies from box-checking s...

Use These 4 “Work Types” to Better Define Your Job Openings

Skills-based job descriptions are the lazy person’s way to hire the wrong person. The right way to hire the right person is to define a job as a series of 5-6 performance objectives and screen can...

The "No Salary History" Law Won't Make Recruiting Better—Getting Rid of Box-Checking Will

While some people are concerned about how the “No Salary History” law will affect hiring, the truth is that asking or not asking about salary really shouldn’t make a difference. It’s not goi...

We Can Predict the Weather, Why Not Quality of Hire

I was talking with a very smart guy last week, who told me that weather prediction has gotten 50% better in the last 10 years. This involved a lot of modeling and AI in combination with hundreds of da...

Want to Make Sure You Hire the Best Candidate? Ask These 2 Interview Questions

If you understand real job needs, you only need to ask two questions to predict on-the-job success. It doesn't matter what you ask if you don't know job needs, you'll either be wrong, or lucky.

It...

How to Eliminate 150% of All Hiring Mistakes

You can't solve a three-dimensional problem with a one-dimensional solution.
Every year about this time I get interviewed by some magazine about what I think will happen in the upcoming year to impro...

Here Are the Best (and Worst) Predictors of Quality of Hire

In the last few years, we’ve run a survey asking how recently hired people found their jobs and how active or passive they were when they heard about the job. With the help of a curious Harvard unde...

The Two Questions You Must Ask Every Job Candidate

You might recall that the first most important interview question of all time is, “Can you describe your most significant career accomplishment?” I suggest spending about 10-15 minutes on this...

You Never Need to Compromise Quality, Speed or Cost of Hire – Here is How to Win at All Three

A few weeks ago I was talking to the CEO of a $250 million business looking for a CFO. He started the meeting complaining that the recruiters he’s used in the past always try to talk him into compro...

When It Comes to Hiring, Start with a 3-Legged Stool

If you're a job seeker, what would you do if you could only apply to 4-5 jobs in any given month?

I suspect you'd be a lot more focused and conduct a lot more due diligence before hitting the apply...

The Fatal Flaw in Behavioral Interviewing

The other day a woman at a webcast I was leading asked why I didn’t think behavioral-based interviewing is effective for assessing competency, fit and motivation for a specific job. My two-minute r...

This Job Interviewing Process Will Prevent You From Hiring a JerkThe 1 Interview Question That Will Help You Avoid Hiring a Jerk

Digging deep into a candidate's track record of building and developing high performing diverse teams will avoid most managerial disasters. Conducting the due diligence is the first step.

A few yea...

Sourcing Doesn’t End with a Great Name—That’s Only the Start of a Good Sourcer’s Work

Sourcing and recruiting may seem like two separate activities, but they’re not. If you’re not good at sourcing, you can’t be good at recruiting, and vice versa. Why? Because if sourcers can’t...

Most Companies Still Use Pre-Industrial Revolution Hiring Processes

I make the contention that if you can’t measure quality of hire, you can’t improve it. As far as I’m concerned that’s the reason quality of hire hasn’t improved in the past 100 years. In fac...

Competency is Not Enough- Job Fit is the Key to Better Hiring Decisions

Ability to do the work in relationship to fit is what drives motivation to do the work. Fit includes fit with the job, fit with the hiring manager and fit with the company culture and environment. Goo...

The Key to Improving Your Candidate Experience: Focus on the Pre-Application Stage

As far as I’m concerned too many companies are spending too much time, money and energy on improving the candidate experience after the person applies. In my opinion, a better approach is to rethi...

It Takes Only One Interview Question to Accurately Predict Job Performance

A few weeks ago I suggested you could predict quality of hire, on-the-job performance, job satisfaction and retention with just one interview question. This six-minute video lesson summarizes the ent...

12 High Touch Ways to Win Over Passive Candidates

No one disputes the idea that if you want to raise quality of hire, you need to hire more passive candidates. But hiring more passive candidates involves an entirely different process than hiring acti...

LinkedIn Reveals New Techniques to Get a Better Job

Applying directly is the worst way to get a better job. The best jobs are found via networking or getting recruiters to call you because they found your resume.

Over the past few years, I have...

How to Improve Quality of Hire by Using Supply vs. Demand Analysis

In a talent scarcity situation, when the demand for talent exceeds the supply, you need to use an “attract the best” sourcing and recruiting process. This is represented by the left side of the su...

The Hidden Reason New Hires Underperform

As part of our Quality of Hire initiative working with companies around the world on implementing Performance-based Hiring, I always ask hiring managers if they would hire someone who met the follo...

Your Dream Job Might Start in the Mail Room

There are two talent markets. As shown in the graphic, one offers jobs, the other careers. In order to maximize your lifetime personal growth, you need to find jobs in the career market. Unfortunately...

Hiring Technology Has Not Enabled Companies to Hire Better People

 

Doing the wrong things more efficiently might seem like progress, but in the long run you wind up back where you started.

In Nashville last week at LinkedIn's Talent Connect 2017, their a...

The Solution to the Three-Legged Stool Hiring Problem

If you’re a job seeker, what would you do if you could only apply to 4-5 jobs in any given month?

I suspect you’d be a lot more focused and conduct a lot more due diligence before hitting the a...

How to Reduce Cost Per Hire by 50%: A Strategy Inspired by Elon Musk

The other day, Elon Musk said the Tesla Model 3 is “'deep in production hell.”' He promised 1,500 cars for September 2017 but produced only a few hundred. If Musk was an HR guy he would have said,...

This One Factor is Likely the Best Predictor of Success

You can't assess team skills based on how likeable the person is, or how extroverted. Instead, find out what types of teams the person has been assigned to and observe the makeup of these teams over t...

10 Things That Still Puzzle Me After Recruiting for 45 Years

I’ve been thinking about hiring when I first become a hiring manager 45 years ago and 1,500 hires later (as a recruiter). Mostly I’ve been thinking about why hiring processes are still as outdated...

How to Convert Your ATS into a Recruiting Machine

Recruiters need to become advocates for improving quality of hire. Unfortunately your ATS vendor is holding you back.

Advocacy starts by recognizing that there are two talent markets. One targets c...

Headhunter Secrets to Improve Your Odds 10X for Getting a Better Job

Based on reports from different applicant tracking systems, it took 20 million job applications to hire 200 thousand people. That’s one in one hundred or 1%. For those who applied directly it was...

Don't Hire Managers Who Don't Know How to Hire or Manage

When hiring managers, evaluate them on their track record of building outstanding teams and developing talent. Too many managers get hired for their individual contributor skills and then we're surpri...

How to Make Better Hires Using a Proactive Referral Program

A few weeks ago, the head of an investment group asked for my help to find a CEO for one of his new ventures. While I didn’t have time to conduct the search, I did say I would interview all the fin...

Horse Sense for Removing Hiring Bias

I remember a story from long ago about two cowboys who bet on who had the slowest horse. The race stopped before it started as both horse and cowboy stood motionless – neither cowboy wanted to lose...

Thinking Out-of-the-Box to Solve Diversity Problems

You won’t hire more diversity candidates by “sensitivity” training. This is another outdated HR idea comparable to competency models, behavioral interviewing and the use of like/dislike personal...

Your Best Candidate Is Less Than Three Degrees of Separation Away

At my Talent Connect 2017 talk in Nashville on October 5th, I’m going to prove that I can find top tier candidates within a few days for any job using proactive networking. But I need to have some...

These Are Life Lessons You'll Wish You Knew Later on in Life

Leadership begins with a vision, confidence and persistence. Confidence and persistence begins by stretching yourself and sometimes failing.

I was talking with some old fraternity brothers this pas...

Why Screening Candidates for Growth Potential Will Make You a Better Recruiter

When looking to fill a role, recruiters sometimes screen out candidates based on shorthand they have developed over the years. The trouble is that this shorthand can be wrong.

For example, in a re...

How Job Fit Drives Satisfaction and Performance

In a recent post I introduced the concept of Work Types, suggesting that all jobs were a mix of four different types of work. As shown in the graphic, these Work Types map directly to the standard pr...

There are Only Four Jobs in the World

Work Type analysis allows companies to use the product like cycle as a guide to divide work into four categories: Thinker, Builder, Improver, Producer. This approach breaks down the artificial barrier...

10 Hiring Mistakes You Must Stop Making Right Now

Most recruiters I know are guilty of at least one of the hiring mistakes below. It’s not their fault, either: these bad habits have become the norm in today’s recruiting world.

Nobody...

There are Only Four Types of Work in the World

One way to improve quality of hire is to define a job as a series of 5-6 performance objectives rather than a laundry list of skills, experience and “must have” competencies. On one level this i...

How to Make the Hiring Leap From Good to Great

If you’re wondering just how effective (or ineffective) your hiring process is, finding out is actually pretty simple. All you need to do to evaluate the quality of your company’s hiring processes...

Don't Hire Managers Who Don't Know How to Hire.

Too many managers are hired based on the quality of their individual contributor skills and personality. Managers should be hired on the quality of the people they've hired and developed.

If you kn...

This One Change Will Instantly Improve Diversity Hiring

This is a very unusual post. I decided to create a lesson to introduce the concept. This specific lesson is from my new online self-paced Performance-based Hiring training program. It covers the mo...

How to Ensure Your Job Offers Are Always Accepted

If you’ve ever been surprised when an offer is rejected, it’s usually because you rushed the process and didn’t test it properly. When this testing is done properly and you ask the candidate, ...

Why Job Boards are the Worst Way to Get a Job

In a blog post last week I contended that Google for Jobs is Evil. Most people disagreed and most weren’t aware that one of Google’s early mission statements was “Do No Evil.” But I think th...

Google for Jobs is Evil

It's good to remember one of Google's original mission statements - Do No Evil. Google has just violated this credo in the announcement of their new service: Google for Jobs.

If you're not convin...

The Biggest Mistake Companies Make When Trying to Hire Talented Employees

The strongest talent in any field often has a different mix of skills and experiences than listed on the traditional job description. Shifting to a performance qualified approach removes this artifici...

8 Steps for Turning Passive Prospects Into Eager Candidates

We all know that recruiting people who are looking for a new job requires a different strategy and different process than hiring people who are actively looking. The first big difference is that passi...

How the Best Candidates Want to be Hired

In a recent post, I made the contention that too many companies design their hiring processes around the needs of active candidates who have the skills and experiences listed on the job description. S...

A Super Simple Way to Predict On-the-Job Performance

Quality of hire is easy to predict. All you need to do is look at the quality of the company's hiring process.

Sometimes things are easier than they seem. Predicting job performance is one of those...

The Greatest Idea in the World to Get a Better Job

Applying directly turns out to be the worst way to get a job, even a bad one. 

I was on the You’re Hired radio show last week and had to argue that when only one in about 200 people who apply fo...

Focusing on This One Step in Your Hiring Process Will Help You Close Better Candidates

In a recent post, I provided an overview of the How Hiring Process Impacts Performance matrix shown below. It demonstrates the concept that the quality of the process a company uses to hire people is...

Use UX to Drive Hiring Process Redesign

 

The first requirement for an exemplary user experience (UX) is to meet the exact needs of the customer, without fuss or bother.

This seems like a pretty good definition of UX to me. And w...

Everyone Needs to Know this Super Simple Way to Eliminate All Dumb Hiring Mistakes

Too many people are hired based on the quality of their presentation skills. By scripting the first 30 minutes of the interview you can be sure to hire people based on their actual ability.

Based o...

Are You Making a Great Hire or a Big Mistake? This Chart Will Tell You.

Sometimes things are easier than they seem. Predicting job performance is one of those things. The 2X2 matrix shown below is proof. In just 50 words, it describes exactly what you need to do to make b...

Why Hiring Managers Shouldn’t Be Making the Hiring Decision

Last week I met with more than 450 recruiters and talent leaders in Milwaukee, Portland and Chicago. Two weeks earlier I met with 400 recruiters and talent leaders in San Francisco. And last month, in...

4 Steps to Eliminate First Impression Bias and Hire the Right Candidate

First impression bias is the primary cause of most hiring mistakes. Why? Because when we feel good about someone right away, we tend to ask easier question. And, when we feel negative right way, we as...

This 5-Step Plan Can Virtually Eliminate Interviewer Bias

I’ve been interviewing and placing job candidates for 40 years and tracking their subsequent performance for almost as long. Based on this and training more than twenty thousand recruiters and hirin...

Ask This One Interview Question to Avoid Hiring Cultural Misfits

Cultural fit is not only hard to define it's impossible to objectively assess. A better approach is to avoid hiring people who don't fit anywhere. The others will likely then fit perfectly in your com...

These 4 Simple Words Will Determine the Success of Your Entire Hiring Process

HAVE – GET – DO – BECOME.

When these words are viewed as a process from left to right, they put a limit on your company’s quality of hire. This is not good.

When viewed as a process from...

Why the War for Talent is Unwinnable Unless You Do This

It's now too easy to change jobs. As a result companies focus too much on the tactics of managing high volumes of applicants rather than the strategy of attracting top people.

Over the past four we...

Artificial Intelligence is Not Smart Enough to Make Critical Hiring Decisions

The case for using SI (smart intelligence) instead of AI (artificial intelligence) is demonstrated in the chart. It summarizes how people get jobs. The first thing that’s clear is that not many peop...

Eliminate 50% of All Hiring Mistakes by Answering One Question

Over a 10-day period last month with three large companies in Europe and two Silicon Valley mid-majors, I relearned why so many companies make unnecessary hiring mistakes. They were each looking for s...

The Next Big Hiring Thing

I was in Europe this past week and two major companies asked what I thought was the next big thing to impact the future of hiring.

I didn’t answer the question.

Instead I said since the birth...

The Single Biggest Mistake Most Job Seekers Make

The research is clear. The chance of getting a job by applying directly is less than 1 percent. But there are multiple ways to land the same job by understanding how companies decide whom to hire....

The Incredible Tale of How a Crafty Recruiter Transformed a Frog Into a Purple Squirrel

Many years ago, in the land of Spamalittle, King Rter lived in a castle surrounded by a moat filled with frogs, croaking day and night. In his quest to maintain rule over his kingdom, Rter needed more...

How to Beat the System to Get a Better Job

According to the Department of Labor 235 thousand more people got jobs last month. While impressive job growth, the quality of these jobs and how they got them is what should matter. To get a sense of...

Why Being a Farmer (and Not a Hunter) Will Make You a More Successful Recruiter

I recently spoke with a VP of talent at one of the world’s largest firms. She told me that on a recent evaluation of more than 200 recruiters, those with domain expertise made more placements per mo...

Those with the Leadership Fractal Get Ahead Faster

The core of every successful effort involves vision, problem-solving, planning and execution. This is the Leadership Fractal. Those that get ahead do it over and over again, getting better each time....

Getting to Yes, Often Starts with a No

Obviously, you want to hire more top-tier candidates. And often, those are passive candidates. But at the same time, you don’t always (if ever) have the budget to pay enormous salary premiums.

Th...

Use the Leadership Fractal to Hire Better People or Get a Better Job

Most of us are familiar with fractals. These are geometric or mathematical patterns that repeat themselves regardless of scale. But most don’t realize that people exhibit similar fractals on the job...

To Predict Candidates' Potential, Try Using the "Leadership Fractal"

You’re probably familiar with fractals. These are physical objects like snowflakes or mountains or mathematical sets that repeat themselves regardless of scale, scope and complexity. What you probab...

The Leadership Fractal: Accurately Predicting Performance for Any Job

The ability to visual and plan a project combined with successful execution is the Leadership Fractal. The rate of growth of these projects predicts potential.

You're probably familiar with fract...

When Talent is Scarce, This is Where Recruiters Should Focus Their Efforts

When it comes to a recruiting strategy, I usually advocate a 40-40-20 sourcing mix. This means spending 40% of your time networking, 40% searching for candidates online and using campaign marketing to...

Human Fractals Could be the Ultimate Predictors of Success

Fractals are pretty cool.

The Wikipedia definition brings chills to the technically oriented: A fractal is a mathematical set that exhibits a repeating pattern displayed at every scale.

The visu...

12 Mind Altering Ideas to Overcome the “Knee Jerk” Bias

Panel Interviews are One of 12 Ways to Minimize Interviewer Bias

The news has been pretty charged of late and I can’t find a single talking head on a single news show who’s objective.

Or the...

Deleting the Apply Button Will Improve Hiring Results

advanced Getting a better job is a discovery process similar to solution selling and campaign marketing, Applying directly is not part of the process.

I'm currently helping a client find a half doz...

Bypass the Apply Button to Get a Better Job

advanced Getting a better job is a discovery process similar to solution selling and campaign marketing, Applying directly is not part of the process.

I'm currently helping a client find a half d...

The Sourcing Plan That Will Help You Recruit the Elusive Top 25% of the Talent Market

Take a look at this image:

This represents the total talent market for any given job. The “A” represents a small group of qualified prospects, mostly passive -- about 25% of your prospect t...

This One Change Will Make Your Job Descriptions Much More Compelling

For recruiters today, it’s simple to identify 20-30 ideal candidates for just about any staff or mid-level manager position. All you need is the ability to use LinkedIn’s powerful filtering system...

The #1 Predictor of On-the-Job Success

In a recent post I referred to an article by Michael Simmons that described research indicating that those in an open network are more likely to be successful than those in a closed network. Open mean...

The Answer to this One Simple Interview Question Predicts On-the-Job Success

Being assigned to important cross-functional teams is a good predictor of success. If this trend continues with more important teams and across different companies, it's a great predictor.

I just c...

The Single Best Predictor of On-the-Job Success

The Best Interview Question to Predict On-the-Job Success © Suprijono Suharjoto | Dreamstime.com
As a recruiter for the past 40+ years I’ve met many talented people. Some were my clients, some my...

Why Job Branding Can Be as (or More) Important Than Employer Branding

I learned about the importance of the employee value proposition (EVP) for attracting people and improving on-the-job performance during my first job almost 50 years ago.

As a newbie systems engine...

One Simple Idea to Remove the Lid on Hire Quality

© Nyul | Dreamstime.com - Don't Put a Lid on Quality of Hire by Rethinking the Job
Over the past few months I’ve asked hundreds of recruiters and hiring managers to tweet some of their biggest hir...

Managers Who Can't Recruit Shouldn't be Managers

Interviewing is a secondary part of hiring. Just like any sports coach, hiring managers need to recruit the best before hiring or managing them.

And if these same hiring managers haven't learned...

How These 6 Tactics Will Transform Your Social Recruiting Efforts (Part 1)

In front of a packed room at LinkedIn Talent Connect, I shared that the future of recruiting is about creating an end-to-end hiring system. This system is based on six core principles that, if used co...

A Bunch of Free Radical Ideas for Getting a Job that Beat Applying

Over the past few years I suggested there were a number of things a job seeker could do to get a (better) job rather than wasting time applying directly or complaining about the unfairness of the proc...

How to Rethink Sourcing by Using Marketing and High Touch Techniques

I’m working with two clients helping them find and hire managers to run their marketing campaigns. One of the core principles behind digital campaign marketing is the idea of using targeted messages...

10 Digital Marketing Ideas for Finding a Better Job in 2017

I’m working with a few clients hiring digital campaign marketing managers to improve their top of the funnel attraction rates. The big idea for them is that as digital marketing becomes the de facto...

Don't Change Jobs Unless You Get a 30 Percent Increase

Time is your most valuable asset. Too many job candidates waste it by making long term career decisions using short term information.

If you're looking for a new job, about to get a new job or thin...

How to Eliminate 50% of All Hiring Mistakes in 30 Minutes

I’ve been interviewing and placing job candidates for 40 years and tracking their subsequent performance for almost as long. Based on this and training more than twenty thousand recruiters and hirin...

These 20 Soft Skills Define Greatness

The people who got ahead the fastest had the strongest “soft” skills.
A few weeks ago I described how to use the Hiring Formula for Success shown in the graphic as the foundation for interviewing...

Break the Hiring Ceiling to Get a Better Job

Companies put a lid on the quality of people they're hiring by using skills-laden job descriptions and transactional processes. Job seekers can break this artificial talent ceiling by being creative,...

The 9 Step Recruiting Model That Will Help You Make More Quality Hires

In a recent post, I suggested that a recruiting and sourcing strategy designed to more efficiently weed out the weak was a sure way to put a lid on the quality of people seen and hired.

In...

How to REFOCUS the Interview to Increase Assessment Accuracy

In an earlier post I offered 15 ideas on how to hack a job using creative ways to get an interview. In this post I’ll describe a technique called REFOCUS to ensure you’re being interviewed properl...

The 5 Universal Traits of Personal Success

Benchmarking how the best people get ahead is a great way to get promoted. It's also a great way to prove you're the person every company should hire.

My job for most of the past 35 years was findi...

The One (and Only) Question You Need to Ask to Measure Cultural Fit

 

Since it's only one question, you need to know the answer before asking the question. In this case, it's essential to understand how fit relates to on-the-job performance. The Hiring Formula...

What 4,000 Talent Leaders Believe About the Industry (and Why They are Wrong)

I’ve just taken a deep read into LinkedIn’s Global Recruiting Trends 2017 research report. LinkedIn surveyed more than 4,000 talent leaders from around the world to uncover their challenges, thoug...

How to Predict On-the-Job Performance in 30 Minutes

Over the years I’ve written a number of posts about the performance-based interviewing process I’ve been using for the past 40 years. I first developed this process by benchmarking how the best ma...

Podcast - Become Performance-based Hiring Certified

Performance-based Hiring Certification Overview

In this podcast we are introduced to the benefits of becoming Performance-based Hiring Certified.

http://media.blubrry.com/performance_based_hirin...

Getting a Better Job Starts by Breaking These Hiring Rules

The talent market in the U.S. is heating up. As a result companies that want to compete for the strongest talent are shifting from becoming more efficient weeding out weaker candidates to focusing on...

How to Measure Quality of Hire Before Making the Offer

A recent LinkedIn research report indicated that these three metrics are what recruiters believe are most important when it comes to measuring new hire success:

The length of time new hires stay...

Your Career Depends on Adopting High Touch Job Hunting

LinkedIn’s Talent Connect is a recruiting festival of lights, sounds, new tools and new ideas. After years of cynicism I left last month’s October 2016 conference convinced that the recruiting ind...

How to Hire 25,000 Thousand People One Great Person at a Time

The science of great hiring starts with a clear understanding of real job needs and a fully engaged hiring manager who will invest whatever time it takes to hire the best. It ends with a great hire....

How to Stop Hiring Terrible Managers

We all know managers who aren’t too good at managing. The problem is that once a person is in a management spot he/she will get hired by other companies for his/her management experience. And as eve...

5 High Touch Techniques You Should Use to Recruit Passive Candidates

Recruiters need to recognize they’re facing an existential threat when it comes to sourcing and hiring active candidates. On one level, automation is rapidly identifying candidates ready to look for...

How Hiring Managers Can Become 100% Better at Hiring

It’s easy to become 20% better at anything. Just be more efficient. But if you want to be 100% better you need to totally revamp whatever you’re doing. Since my company is involved with helping hi...

A 3-Step Plan to Eliminate Interviewer Bias

The seductive power of first impressions causes 50% of all hiring mistakes. They can all be eliminated by asking this one simple question about team accomplishments.

When you get emotionally impa...

Talent Connect Analysis: The Future of Hiring is Where High Touch Meets High Tech

At a recruiting industry conference in 2011 I contended that the future of hiring was bleak. I predicted most companies would still be doing the wrong things differently in 2016, just faster.

Just...

Assessing Team Skills 1st Has These Two Surprising Hiring Benefits

Sometimes the people with the best team skills are quiet, reserved and introspective when you first meet them.

Sometimes the people with the worst team skills are friendly, warm, outgoing and affab...

Assessing Greatness in Others Starts By Recognizing It in Ourselves

Collectively, a person's soft skills are what determines success. Knowing what they are and how to assess them is the key to hiring stronger talent.

I have great disdain for the term "soft skills...

Demonstrate These 12 Soft Skills to Get Any Job You Want

In a recent post I made the contention that soft skills are too important to be called soft. Whatever you call them, most rational people would consider the following not-so-soft soft skills the cat...

The Metrics That Really Matter in Recruiting (And the Ones You Can Ignore)

In my early career, I was an engineer developing missile guidance systems. If there is one thing I learned that I took to recruiting, it is: you have to know how to accurately hit your target....

Ask this Critical Question to Assess Technical and Team Skills

 

Over the course of many years I’ve learned that the best interviewing technique is to ask candidates to describe in rich detail their major accomplishments that most relate to actual job n...

Demonstrate These 12 Soft Skills to Get Any Job You Want

In a recent post I made the contention that soft skills are too important to be called soft. Whatever you call them, most rational people would consider the following not-so-soft soft skills the catal...

Use This Simple Sales Technique to Turn the Interview into a Job Tryout

 

The best way to get a job you deserve is to prove you can do it during the interview. This consultative selling technique shows you how you can turn the interview into a job tryout.

In...

How to Handle Candidates' Salary Questions at Every Hiring Stage

 

Talking about compensation can be awkward. As a recruiter, you have limited budget and can't always offer the candidate everything they envision, salary level included.

For you, the trick...

Soft Skills are Too Important to be Called Soft

Soft skills don’t matter. They’re too soft and unimportant when it comes to hiring people for important roles.

However:

No one can tell me that successfully negotiating a critical series o...

4 Steps to Making Your Jobs Irresistible

Long ago I found out about the McFrank and Williams recruitment ad agency based in New York City. The image below caught my eye. While I preach and practice the idea of creating compelling advertising...

Use This Leadership Technique to Get Any Job

In a recent post I suggested that job seekers need to ask the interviewer about the actual performance requirements of the open job if it appears the interviewer is asking shallow or narrow questions....

Never Ask About the Money, but Always Ask This at Every Interview

Last year the editor of The Essential Guide for Hiring & Getting Hired suggested we extract all of the candidate-oriented content and create a video version for job seekers only. The intro is b...

Being a Better Recruiter Isn’t About Being More Efficient, It’s About Being Different

I’m now working with a bunch of staffing professionals and corporate recruiters who (along with their employers) want to be more competitive. I suggested the best way to change is by becoming differ...

How to Predict Quality of Hire and Earn Millions

The financial impact of achieving Q is huge. It has an ROI of about 1000% and if you're hiring more than 10 people a year it will bring millions to the bottom line.  

Achieving Q as shown in the g...

The Work History Review Is the Best Predictor of On-the-Job Success

Interviewers often make the yes/no hiring decision is less than one minute based on whether the person is articulate, attractive, assertive, and affable. None of these predict job success. They just c...

How to Optimize Your Recruiting Funnel for Quality of Hire

The graphic below shows you my take on the recruiting funnel and how to optimize your journey through it in order to improve quality of hire.

Before you go through the funnel, however, it’s i...

5 Ideas on How to Jump to the Front of the Job-Seeker Line

While candidates are frustrated by the impersonal nature of job boards, it’s no different for the recruiters looking at the 99% of the resumes of unqualified people who apply to these jobs. As far a...

Don't Make Strategic Decisions Using Tactical Information

Too many candidates overvalue the short-term benefits of a job change with full knowledge of the long-term consequences. A wrong guess can quickly lead to underperformance, dissatisfaction and turnove...

Why the Behavioral Interview is More About Luck than Science

As most of you know I’m not a fan of the traditional behavioral interview. Aside from the fact that answers can be faked, there is also no straightforward way to assess the answers. Worse, its one-w...

Preventing Job Hopping is a Recruiter's Secret Weapon

According to a recent Wall Street Journal article, job hopping is on the rise and that may not be a bad thing. In fact, for the right reasons it could be good. Very good. Or it could be bad...very bad...

The Best Time to Look for a Better Job is When You Already Have One

The difference between a proactive vs. reactive career strategy is success and mediocrity.  
Too many people look for work at all of the wrong times and accept jobs for all of the wrong reasons. Th...

Work Matters - Handling Compensation Podcast 1.1

How to Determine a Candidate's Internal Driver of Success

In this podcast Lou Adler describes how to answer the common candidate question, "What's the compensation." Adler suggests a non-answer to...

Use the Job Interview to 1st Convert Strangers Into Acquaintances

Good or bad, hiring strangers is far riskier than hiring acquaintances. The problem can be avoided by using a performance-based interview to hire anyone.

Over the past few weeks I led two hiring ma...

Use a Pre-hire Performance Review to Convert Strangers into Acquaintances

It’s pretty clear that when we hire or promote someone we personally know we judge them largely on their past performance and ability to handle the new job.

When we hire people whom we don’t kn...

Work Matters - SMARTe Podcast 1.3

How to Conduct a Pre-hire Performance Review being SMARTe
In this podcast Lou Adler introduces the concept of using a pre-hire performance review to assess candidates. Lou contends that we hire stran...

Two Good Questions to Defend Candidates from Bad Interviewers

I don’t know about you but as a recruiter I don’t like doing search projects over again because the hiring manager or someone on the interviewing team misjudged a strong candidate. In order to pre...

9 Outlandishly Simple Steps for Minimizing Interviewer Bias

This past week I conducted a course for a group of engineering department heads on how to interview and recruit top talent. The focus was hiring passive candidates. It was quickly clear to the manager...

Hiring Managers Need to Recruit Like the Golden State Warriors

There's a lot more to hiring top talent than interviewing. Full-court press recruiting is the key. Everyone can take some hiring lessons from the Golden State Warriors and their pursuit of Kevin Duran...

Achieving "Q" - The Superfecta of Hiring

I just saw another Gallup report lamenting about the high level of dissatisfaction of the U.S. workforce and blaming most of the problem on hiring managers. I suspect the problem is worldwide.

I do...

Work Matters - MSA Question Podcast 1.2

The Most Important Interview Question of All Time

In this podcast Lou Adler introduces the most important interview question of all time. This is a summary of his post on LinkedIn that had over 1 m...

Use a Shark Tank Approach to Get a Job

Last week I showed some data that demonstrated that the chance of getting a job via applying directly to a job posting was about .1% - one chance in one thousand.

To improve your job hunting odds...

The Recruiting Industry Is Undergoing a Violent Transformation

The LinkedIn Microsoft mashup could change the role of every hiring manager, job seeker, and recruiter. The new focus will be on career moves, not lateral transfers. Rejoice.

There was an intervi...

Do You Have the 10 Traits That Top Recruiters Share?

It’s a new ballgame. LinkedIn Recruiter’s new search capabilities make it relatively easy for any sourcer to identify top talent. (Of course, they need to search on Achiever terms to do it.)

Ho...

This Single Job Hunting Statistic Will Blow Your Mind

Here are some statistics worth considering whether you’re looking for a job or looking for some great people to hire.

Some shocking job hunting statistics -

130 million people viewed 112 tho...

The 10 Traits of All Top Performers, or Not

Being a top performer is only half the solution. The circumstances matter just as much, often more. In the right circumstances just about anyone can be a top performer.

During my business career...

8 Do’s and Don’ts for Your First Conversation With a Passive Candidate

In a recent post, I offered 10 ideas on how to improve top of the funnel response rates. If you’ve tried these tips, you’ll discover better people are already applying to your jobs, responding to...

Work Matters - Handling Compensation Podcast 1.1

How to Determine a Candidate's Internal Driver of Success

In this podcast Lou Adler describes how to answer the common candidate question, "What's the compensation." Adler suggests a non-answer to...

How to Hire for Diversity

This is part 5 in a continuing series on “How to Hire” extraordinary people. Here are the others in the series:

1. Motivation
2. Team Skills
3. Cultural Fit
4. Thinking and Problem-solvi...

How to Spend Less Time Weeding Out Low Quality Candidates (and Attract the Best)

Last week, I spoke with the VP of IT at a well-known company regarding improving quality of hire. He told me his interview process is first rate, they’re posting their jobs on all of the major board...

This Single Job Hunting Statistic Will Blow Your Mind

Implementing a 20-20-60 strategy to a job hunt could land you more interviewers (and better jobs).

Ten million job applications resulted in 100,000 hires.

That's 1 percent.

Worse: Only 15...

How to Hire for Team Skills

The question below on assessing team skills is the most important interview question of all time. You'll agree once you try it.

So far in this “How to Hire for …” series we’ve covered:

H...

The Most Important Interview Question You Should Ask

I’ve been in recruiting for 30+ years. And during that time, over 90% of my hiring manager clients have thought they were good at interviewing. But in reality, I can confirm that at least two thirds...

How to Hire for Cultural Fit

In a recent post – How to Hire for Motivation – and as part of this "How to Hire" series I suggested interviewers need to break through the veneer of presentation skills to accurately assess both...

Ask for a 30 Percent Raise to Accelerate Your Career Growth

Getting ahead requires a series of stretch jobs that provide more learning, more growth, and more impact. If you're not being assigned these types of roles, you need to ask for them.

It's my conten...

The 5 Steps of Agile Recruiting That Will Help You Reach Hiring Utopia

Agile is one of the major trends just now being applied to the hiring process.

For those who are unfamiliar with it, agile entails using short projects or sprints to validate the task and getting a...

How to Hire for Motivation

Early in my recruiting experience I placed a highly motivated and experienced candidate for a logistics position. He made a great first impression and was confident, affable and articulate. He had all...

Finding Q - The Superfecta of Hiring

Hiring a great person is not easy. There are just too many variables to consider. However, if you do the math, you'll discover that the best jobs and the best people are at point "Q" in Peter Yu's coo...

Finding Q - The Superfecta of Hiring

Optimizing quality of hire, candidate satisfaction and improving interviewing accuracy is not an impossible quest. It starts by pre-selecting the candidates before you starting looking for them....

A High Touch Idea for Reshaping the Entire Hiring Industry

When everyone has the same recruiting tools, uses the same job boards and has access to the same candidates, everyone will get average results. That’s what happens when everyone uses a follow-the-le...

There is No Diet Pill for Hiring

Whenever a hiring manager needs to see more than 4-5 people before hiring someone, there's a problem.

This problem existed long before job boards and LinkedIn came along.

And it still exists and...

The 6 Secrets to Grabbing Candidates' Attention When You Reach Out

Great recruiters know that waiting for people to respond to your job postings or emails won’t bring in the best talent. Instead, you need to narrow your focus by identifying 15-20 top-notch passive...

Like Life, there is No Diet Pill for Hiring Good People

Whenever a hiring manager needs to see more than 4-5 people before hiring someone, there's a problem.

This problem existed long before job boards and LinkedIn came along.

And it still exists...

Work Matters: Uncovering Every Job Seeker's Internal Motivators for Success

I was working with a group of recruiters last week and I asked them how they’d handle some common candidate questions particularly, “What’s the compensation?” Whether you’re on the asking or...

Time is Your Most Valuable Asset - Don't Waste It

I've been working with a bunch of interns and twenty-somethings of late. As I pondered their strengths and weaknesses - some want and need some direction and guidance, others won't take it - I remembe...

You Don't Have to Break the Law to Hire Better People

I write a lot about the silliness of the recruiting practices used by most companies. I contend most are the product of misinformation, myths and misguidance. As part of a major book project I contact...

6 Interviewing Tips to Get the Job You Deserve

In my 20 years as a full-time executive recruiter, I've prepped more than 3,000 candidates on how to do a better job of interviewing. I discovered that those who actually applied these techniques got...

This is the Best Recruiting App on the Planet

In the past few years, I’ve personally reviewed 150-200 new recruiting apps and while some have the potential to be important, most miss the mark in some way. As I review these apps I always...

The 3 Lessons That Helped Me Make More Placements in Less Time

One of my biggest frustrations is when recruiters present an endless stream of candidates in front of the hiring managers and none of these people end up getting hired. As far as I am concerned, when...

The Recruiting Industry is Facing an Existential Threat

There was an interview with Ford CEO Mark Fields on Vox.com last week regarding the techno-driven existential threat to the auto industry. You’ll know it has happened when your Uber ride arrives at...

How You Can Turn Weak Network Connections into Pre-qualified Prospects

The chances are that when it comes to your network, your direct connections’ connections are your key to getting a job. Recent research from the University of Chicago revealed that these so called ...

Why Hiring Managers Need to Be Totally Responsible for Hiring

There's a reason LinkedIn has fallen on hard times. It's the same reason job boards are now ineffective and why every new hiring tool quickly falls short of its initial promise. It's due to the law of...

Exploit Your Weak Connections to Find Better Jobs and Hire Better People

I advocate a less is more approach for finding jobs and candidates to fill these jobs. So whichever side of the hiring desk you’re sitting on, my advice is pretty much the same: Don’t waste your t...

How to Calculate the ROI of Hiring Better People

Are the people you’re attracting and hiring representative of the best people in the field?

If your answer to this question is “no,” then increasing your hiring efficiency should hardly be a...

A Twist on the Single Best Interview Question of All Time

Three years ago on this blog I suggested that asking candidates to describe their most significant accomplishments was the most important question any interviewer could ask. More than 1.3 million peop...

Add Purpose to Your Jobs to Uncover a New Source of Talent

As you look for people for jobs or jobs for people, recognize that every job and every business function has a dominant purpose. Typically it's either to help grow the company or to help make it r...

Forget Applying, Use Consultative Selling to Land Better Jobs

If you’ve read any of my posts, you know most of my work involves training corporate recruiters, staffing firms and hiring managers in Performance-based Hiring. The bulk of this involves convincing...

Why Asking This Common Interview Question is a Waste of Time

Whether you have been the interviewer or the interviewee, you must have heard one of these questions numerous times:

Where do you see yourself in five years?

Or

What’s your major goal for t...

Rethink Hiring From Z to A by Offering Everyone a 30% Increase

When it comes to hiring for quality, less is actually more.

Let me prove it with a rather radical proposal that starts with the premise that you only need 15-20 passive candidates to make o...