Hire Top Talent
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Hire Top Talent
Discover how to find, attract, engage, and interview top talent
Curated by Barry Deutsch
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Hiring Frustration #4: NO Rigorous Process

Hiring Frustration #4: NO Rigorous Process | Hire Top Talent | Scoop.it

"When you don't have a process, random results occur. Sometimes you hit the bulls eye, sometimes you don't". Is it worth taking the risk of missing targets, outcomes and results by letting managers do whatever they want in the hiring process?"

Barry Deutsch's insight:

A lack of a good rigorous hiring process results in outcomes that are comparable to rolling dice in Las Vegas - crapshoot hiring. Are you willing to bet your company on average and mediocre processes around talent?

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Do You Fish In Shallow Waters for the Best Candidates?

Do You Fish In Shallow Waters for the Best Candidates? | Hire Top Talent | Scoop.it

"If you want the very best candidates you have to fish in the right spot, and fish deeply for them."

Barry Deutsch's insight:

The number one frustration I hear as a do 60-70 talks a year to CEO groups is "we can't find enough good people. There's a reason for this - you're going about it all wrong. Your old, tired, traditional, and tribal techniques are now bringing the bottom 1/3 of the candidate pool to your doorstep.

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8 Common Frustrations in Hiring

8 Common Frustrations in Hiring | Hire Top Talent | Scoop.it

What are the frustrations that drive your crazy about how hiring is done in your organization?

Barry Deutsch's insight:

Over 20 years, 1000 presentations to CEO and Executive Groups, I've discovered that there are some common frustrations that drive hiring managers crazy.

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Hiring: The Most Important Part of the Interview Starts Before the Interview | LinkedIn

Hiring: The Most Important Part of the Interview Starts Before the Interview | LinkedIn | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

Recognize, acknowledge, and understand the implications of making a first impression during interviewing. Most hiring managers make mistakes on 2/3 of the candidates they meet due to wrong first impressions.

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Traditional Job Descriptions Don't Attract Top Talent | LinkedIn

Traditional Job Descriptions Don't Attract Top Talent | LinkedIn | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

Traditional job descriptions masquerading as advertisements repulse, reject, 

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Eliminate Candidate Embellishment | LinkedIn

Eliminate Candidate Embellishment | LinkedIn | Hire Top Talent | Scoop.it

"Stop allowing candidates to lie, embellish, and exaggerate what they did and what they think they can do for you."

Barry Deutsch's insight:

The vast majority of CEOs and senior executives have told me over the last 20 years that they think 100 percent of candidates they interview tend to lie, embellish, and exaggerate. The big question is HOW DO YOU GET TO THE TRUTH?

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REFERRALS: Your Untapped Goldmine of Great Candidates

REFERRALS: Your Untapped Goldmine of Great Candidates | Hire Top Talent | Scoop.it
In my popular workshop “You’re NOT the Person I Hired”, I suggest that a minimum of 50% of all hires should be coming from referrals. If you’re not
Barry Deutsch's insight:

Study after study has proven the value of referrals in the recruiting and hiring process. Yet most companies efforts in referrals generation of candidates is lackluster at best. Referrals should represent at least 50% of your hires. If you're not making 50% of your hires through referrals, maybe it's time to take a check-up on your referral program.

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Hiring Mistake #9 - Three Ways You Disrespect Top Talent – Why They’ll Never Join Your Team

Hiring Mistake #9 - Three Ways You Disrespect Top Talent – Why They’ll Never Join Your Team | Hire Top Talent | Scoop.it

"Top talent is frequently disrespected during the hiring process, ranging from the initial recruitment to the interview."

Barry Deutsch's insight:

When you're trying to hire the best, whether it's a senior executive or plant custodian, you've got to put your best foot forward in showing the candidate what a wonderful company you are - how you respect employees, engage employees, and create a happy workforce. The interview serves as a great window for candidates to see what you are really like as a company. Why do so many companies blow this opportunity?

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The 24 Biggest Recruiting And Hiring Mistakes Most Entrepreneurs Make » CEOWORLD magazine

The 24 Biggest Recruiting And Hiring Mistakes Most Entrepreneurs Make » CEOWORLD magazine | Hire Top Talent | Scoop.it
When it comes to hiring and onboarding, most businesses blow it. In fact, so many organizations do such a poor job of facilitating the process that many new hires get frustrated their very first day on the job. In order to finish the hiring process on a strong note, you need to prioritize onboarding just …
Barry Deutsch's insight:

Here's the key point buried in this article:

 

From the new hire’s perspective, one of the biggest points of friction has to do with what’s expected of them on the first day.

 

This issue is so horrific for most companies, that we wrote a book a few years ago titled "This is NOT the Position I Accepted".

 

Desire to ensure hiring failure - don't define success before the hire and surprise the candidate after the hire with what they have to do to be successful.

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Hiring Mistake #1: Your Job Description is Worthless

Hiring Mistake #1: Your Job Description is Worthless | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

The number ONE mistake in hiring is not effectively defining what person must do in the job to be successful. The traditional job description has NOTHING to do with defining success - rather it usually defines the rock-bottom minimum that you'll tolerate to allow someone to keep their job. If this doesn't sound dysfunctional, I'm not sure what might qualify.

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Recruiting Social: Google+ Equals Candidates

Recruiting Social: Google+ Equals Candidates | Hire Top Talent | Scoop.it
Google+, Google’s social network, allows for connecting with people based on interests and offers incredible opportunities for recruiting.

 

Although the author considers Google + to be an effective network for recruiting - I think it's a waste of time to use at this current stage for recruiting. There are much better tools where your investment of time can pay bigger dividends such as LinkedIn. Google+ may emerge in a couple of years as an effective tool - currently it is not useful for recruiting.


Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com/Blog


Have you read our FREE book - You're NOT the Person I Hire?


This best-selling book is available as a FREE digital download on our website.


Via Marylene Delbourg-Delphis
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10 Compelling Numbers That Reveal the Power of Employee Referrals - ERE.net

10 Compelling Numbers That Reveal the Power of Employee Referrals - ERE.net | Hire Top Talent | Scoop.it

John Sullivan talks about the #1 recruiting strategy to find good talent. In my workshops and seminars I suggest to hiring executives and managers that their target for employee referrals should be at least 50% of all new hires.


Barry Deutsch

Partner

IMPACT Hiring Solutions


http://www.impacthiringsolutions.com/Blog


Have you read our FREE book - You're NOT the Person I Hire?


This best-selling book is available as a FREE digital download on our website.

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The 10 Best Interview Questions to Ask

The 10 Best Interview Questions to Ask | Hire Top Talent | Scoop.it
The best interview questions tell you about the person behind the resume – and speak to details not on a resume.


This is another post on what are the best interview questions to ask. Most of these posts focus on the traditional, standard, stupid, inane, canned, and silly questions that have no relevance to future success. For example, how can the candidate know how they can help your organization if you don't first discuss performance expecations. Secondly, asking deep value/character based questions about frustrations, motivations, feelings - will generate superficial responses until a high degree of trust has been established.


The one question I did like on this post was the one about "what will your former boss say when I..."


Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com/Blog


Have you read our FREE book - You're NOT the Person I Hire?



This best-selling book is available as a FREE digital download on our website.

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Hiring Frustration #3: Lies and Exaggeration

Hiring Frustration #3: Lies and Exaggeration | Hire Top Talent | Scoop.it

"Lies, Embellishment, and Exaggeration. How many mistakes have you made in hiring candidates whom you lied, embellished, or exaggerated?"

Barry Deutsch's insight:

One of the greatest frustrations in hiring is having candidates lie convincingly, or exaggerating-embellishing what they've done. Most CEOs and Executives believe that at least 100 percent of candidates fake it in the interview. How do you overcome this tendency to misrepresent and get to the TRUTH?

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Hiring Frustration #1: What Am I Measuring?

Hiring Frustration #1: What Am I Measuring? | Hire Top Talent | Scoop.it

No one can agree on who to hire because there is NO alignment on what success looks like for a position. Hiring is very simple and easy once we all agree on a common definition of success.

Barry Deutsch's insight:

The number ONE frustration I've heard over 2 decades is around the idea of what are we measuring in people - how do we know we're hiring a winner vs. falling victim to "You're NOT the Person I Hired".

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8 Common Frustrations in Hiring | LinkedIn

8 Common Frustrations in Hiring | LinkedIn | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

What are the most common frustrations in hiring we've heard from over 25000 CEOs and Senior Executives in the last two decades? Do any of these match up with your frustrations?

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5 Questions That Identify Top Talent | LinkedIn

5 Questions That Identify Top Talent | LinkedIn | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

Where did most of us learn what interview questions to ask - perhaps these were the questions you were asked 20 years ago when you were hired, or perhaps you plucked them off a random Google list. What are the right questions that get at whether someone can achieve your desired results and do it with a set of behaviors that are consistent with your culture and values?

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Are You Shocked by Your Candidate's On-line Image?

Are You Shocked by Your Candidate's On-line Image? | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

Do you make it a rule to Google everyone you are considering interviewing? Are you in shock over some of the things you see candidates post as their profile pictures in places like Twitter and LinkedIn?

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Two Big Reasons Why Work “Culture” Is Overrated

Two Big Reasons Why Work “Culture” Is Overrated | Hire Top Talent | Scoop.it
The fixation on “culture fit” might be steering us wrong on both sides of the hiring table.
Barry Deutsch's insight:

Counterintuitive article on whether looking at "cultural fit" is overrated. Do you think it's important and should have the same focus as measuring success traits, comparable performance, and other abilities? OR would you give it a minor effort? My experience has been that it's equally important as the performance side. Unfortunately, most companies screw up the measurement of "fit".

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Your Desperation leads to Hiring Failure

Your Desperation leads to Hiring Failure | Hire Top Talent | Scoop.it
The last major hiring mistake in our Top Ten Hiring Mistakes Research Project is “Desperation Hiring.” Desperation Hiring occurs when you lower your
Barry Deutsch's insight:

Our last of the Top Ten Hiring Mistakes is Desperation Hiring which occurs at about the 4-6 week point when you've only got rejects, deadbeats, and toxic folks in your candidate pipeline. You realize you're probably not going to see any better candidates and you begin to rationalize, dummy-down, sub-optimize hiring a lesser quality person. I have never seen this work out well.

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Hiring Mistake #5: Would You Interview the Same as Picking a Heart Surgeon?

Hiring Mistake #5: Would You Interview the Same as Picking a Heart Surgeon? | Hire Top Talent | Scoop.it

A major mistake occurs in the hiring process when interviewing candidates. There is a tendency to equate, extrapolate, and extend experience to be the same as results. There is an enormous gap between experience and results. Historical experience.

Barry Deutsch's insight:

Would you invest the same amount of time, due diligence, and focus as you would if you had to interview heart surgeons to work on you? Probably NOT. Most hiring executives VIOLATE the old adage to hire slowly. Usually, the decision to hire is made with minimal data and information. This error/mistake helps lead to the statistic of 50/50 probability in hiring. When will you no longer accept random results from the hiring and interviewing process?

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Hiring Mistake #2: NOT Peeling The Onion Leads to Hiring Failure

Hiring Mistake #2: NOT Peeling The Onion Leads to Hiring Failure | Hire Top Talent | Scoop.it
Next to not defining success, superficial interviewing is the second most common mistake made in the hiring process that leads to hiring failure.
Barry Deutsch's insight:

Most CEOs and executives have told me over the last 20 years that they think candidates lie, embellish, and exaggerate 100 percent of the time in interviews. Not probing, digging, validating, vetting, verifying every claim, accomplishment, and achievement is pathetic.

 

No wonder 50% of time the complaint about a bad hire is "I thought they could do X when I interviewed them - I'm surprised they cannot do it". Shame on hiring managers for not Peeling the Onion.

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How come we keep seeing the bottom 1/3 of the candidate pool?

How come we keep seeing the bottom 1/3 of the candidate pool? | Hire Top Talent | Scoop.it
Why do most of the methods used by companies to find candidates, particularly job boards and advertising, fail so often? Are there better techniques and
Barry Deutsch's insight:

As I travel around the country conducting 1-2 workshops a week with CEOs and Senior Executives on our program You're NOT the Person I Hired, the one issue that keeps surfacing over and over is the frustration around finding great candidates for open positions.

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10 Mistakes Managers Make During Job Interviews - CBS News

10 Mistakes Managers Make During Job Interviews - CBS News | Hire Top Talent | Scoop.it

Hiring is one of the hardest parts of managing a team. A lot is riding on the initial meeting, and if you're nervous or ill-prepared—or both—it can make you do strange things. The following mistakes are all too common, but they're easy to avoid with some advance preparation.


Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com/Blog


Have you read our FREE book - You're NOT the Person I Hire?


This best-selling book is available as a FREE digital download on our website.


Via Bob Corlett
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Manager Interviewing Skills Cause Hiring Mistakes

Manager Interviewing Skills Cause Hiring Mistakes | Hire Top Talent | Scoop.it
Interviewing remains the most popular assessment for employee screening, but the reliability remains low, often in the 50 percent range.


Ira shares an outstanding story that I see repeated over and over in the vast majority of companies - weak interviewing by hiring managers. This is one of the most critical failure points in the hiring process.


Most companies do a terrible job preparing managers and executives to hire effectively. In most companies, hiring is NOT a process, it's a random set of arbitrary meetings where each individual manager does interviewing in their own misguided way. The minute you turn hiring into a process, train all your managers, and put some rigor behind it - hiring accuracy starts moving up from the traditional low reliability level in the 50% range.


Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com/Blog


Have you read our FREE book - You're NOT the Person I Hire?


This best-selling book is available as a FREE digital download on our website.

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