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Scooped by
Barry Deutsch
November 9, 2012 10:56 AM
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Scooped by
Barry Deutsch
October 30, 2012 10:39 PM
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Baseball's Mistake in Identifying Top Talent. The basic premise behind Moneyball is that baseball scouts have recruiting all wrong. For more than a century, ...
I love sports movies - especially when turned into a metaphor for hiring and retaining talent. I was enjoying an accurate summary of Moneyball as it related to the right indicators of future performance.
Then I ran smack dab into a blatant pitch for the Predictive Index Personality Assessment. The author infers this personality assessment is comparable to performance indicators to predict future performance.
In spite of the test name, Predictive Index, personality assessment are NOT predictive of performance. The only way to predict performance or future success is to conduct an accurate success-based interview on pre-defined predictive performance indicators. Personality assessments, such as Predictive Index, show you someone's preferred style of interaction on the job - not their ability to deliver the outcomes you want - such as the ability to get on base.
I recommend personality assessments on all my executive searches, but I caution my clients that they are not predictive of future performance. They allow us to see the quantitative element of personality that is practically impossible in an interview.
Barry Deutsch Partner IMPACT Hiring Solutions HIRE and RETAIN Blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
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Scooped by
Barry Deutsch
October 30, 2012 9:33 PM
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Now is the time to address ever-widening talent acquisition issues and the talent gap. Start with these four strategies.
Great quote in the article:
"73% of organizations have noticed a marked increase in the number of unsuitable candidates applying for job vacancies.” In that same survey, more than half of employers (52%) believe that competition for talent is becoming more and more competitive, compared with 20% in 2009."
The real problem is that most companies are still relying on a tactic of recruiting that became out-dated years ago - placing job descriptions on job boards - and has essentially become a complete waste of time in today's digital environment.
I content the talent gap is not widening. The process of finding talent is widening with the winners using all the social media tools available now to find, attract, and engage with top performers.
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 30, 2012 9:26 PM
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Below are 6 tips for communicating effectively with candidates and making your company more attractive to top-notch talent & keeping top talent interested. ... Utilize the budget and the means to attract and hire the best.
I like this idea of a communication strategy. For most companies, there is no communication strategy, consistency, or coherent message. Every manager does and says whatever he/she thinks is appropriate.
For example, in my hiring workshops, I'll cycle around the room of key executives asking how many could articulate the company vision for the next 3 years in 2-3 pithy sentences to a candidate. Very few raise their hand. Even fewer have a consistent manager. Everybody has a different perspective OR no perspective.
What perception does the candidate form of a hiring process where the communication is inconsistent, sometimes in conflict, and doesn't fit the needs of top talent seeking a great opportunity?
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 30, 2012 8:37 PM
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ForbesWhat Will It Take For HR To Gain The Respect That It Wants?ForbesAnd high quality, reusable training programs are available on mobile devices for rapid deployment to the field.
Here's a counter-intiuitive thought: HR will never get the respect it wants until CEOs start setting expectations and tying those back to business outcomes. It's not the HR function that's at fault - it's the company CEO or President that is at fault.
Most CEOs/Presidents don't have a clue how to leverage HR to get the performance they desire from their workforce. Without that knowledge, understanding, and setting of expectations, most organizations are doomed to use HR as if we're in a time-warp.
What's the answer - CEOs need to start "learning" how to leverage HR and what outcomes are appropriate to set, measure, and expect.
Barry Deutsch Partner IMPACT Hiring Solutions
http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 30, 2012 7:35 PM
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Ongoing Education: Engages in a lifelong process of introspection, searching, self-improvement, learning, and knowledge application. Key Questions: What books have had the greatest effect on your career?
The problem with authors looking at traits, behaviors and claiming one is better than the other is that the research underlying their claims is at best questionable. For example, this author claims two of the most important traits are ambition and humility. Unfortunately, most ambitious people lack humility. The have strong egos, are extremely demanding on themselves, and others, and tend not to internalize or accept blame when things go wrong.
Whether it's hiring or any other subject, understand who the author is that is making the claims. You wouldn't accept the recommendation of open heart surgery from just anyone, why accept as the given truth information just because someone claims they believe it?
Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent Blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 25, 2012 11:19 PM
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Scooped by
Barry Deutsch
October 25, 2012 12:51 PM
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Hiring has become such an important strategic issue for growth companies that many CEOs are getting directly involved instead of ceding all responsibility to human resources. As part of the ongoing Executive Dream Team ...
At most companies, hiring is delegated to HR. It's not an HR responsibility - it's every manager's responsibility. When CEOs and executive leadership personally get involved hiring improves dramatically.
What's your culture for hiring - delegation or personal involvement?
Barry Deutsch HIRE and RETAIN Top Talent Blog
Do you have a FREE copy of our best selling e-book on how to hire top talent?
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Scooped by
Barry Deutsch
October 23, 2012 2:18 AM
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Just because some positions are high in demand, it doesn’t mean getting the job isn’t going to take hard work. You’ve probably applied to numerous positions, but for one reason or another, you were passed up for another candidate.
The number one mistake we've seen over the last 3 decades is that candidates approach interviewing - both the phone and physical interview unprepared. They wing it. They arrogantly believe "their background speaks for itself".
Not investing significant time preparing for an interview by rehearsing your answers, reviewing the key issues of the job/organization, doing research, coming up with specific questions, rehearsing, coming up with quantifiable examples and illustrations to support every claim you make --- is very likely a death sentence of not being asked back or being passed over.
I am absolutely after 30 years in the executive search business how poorly most education, sophisticated senior managers and executives prepare for interviews. No wonder most senior job searches are talking upwards of 12-18 months.
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
October 19, 2012 12:43 AM
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6 Tips For Hiring Your Next Sales All-StarForbesIn the second edition of their book, How to Hire & Develop your Next Top Performer, Caliper's Chairman Herb Greenberg and President Patrick Sweeney claim that internal motivation distinguishes the top...
The point of the article is not so much that Calipers does a great job identifying motivational levels in hires, it's that motivation is a major, if not most important, element of success in careers, much like the sports analogy painted in this article.
In our hiring system, the Success Factor Methodolgy, we consider that number one trait that separates average from mediocre performers is self-motivation/initiative. Top talent has loads of it, average performers struggle to describe when they've taken initiative and cannot article what drives them at a very deep level.
In your next hire, make sure you probe for self-motivation and initiative. We've even developed a phone screen that initially focuses on self-motivation and initiative. You can download it from our website at IMPACT Hiring Solutions.
Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
October 12, 2012 12:17 PM
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83% of global recruiting leaders say employer branding is a critical driver of their ability to hire top talent; 51% of companies have increased their employer brand investment in 2012, only 9% have made cuts.
The big brands with large recruiting staffs are using all the latest tools to find talent. What strikes me as interesting is that very few entrepreneurial companies, small businesses, and middle-market companies with just a few people in HR/recruiting are even putting their toe in the water to try social recruiting.
It's a shame since a few simple tools in social recruiting can yield great dividends in finding talent. Social recruiting not only could be the greatest ROI for getting your business social, but it could also give you a strategic advantage in finding great talent.
Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
October 11, 2012 10:24 PM
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During the recession, most companies were concerned with shoring up their finances. But Lifeway Foods, America's largest manufacturer of kefir, took an opposite approach, hiring as much great talent as it could.
I liked this story of the CEO who took a contraian view of hiring during the recession. The big question is what's the link between hiring talent and her revenue increase?
I was impressed by the idea of snapping up great talent at rock bottom prices. Have you been trying to upgrade your team?
Do you have people on your team who should have been gone years ago and are still hanging on. When will you conduct a top-to-bottom assessment of the quality of your team?
Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
October 11, 2012 10:52 AM
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Hiring success, as it is traditionally done in most companies, is slightly worse than the flip of coin.
Check out this blog post from our popular HIRE and RETAIN Top Talent Blog. After over 1000 executive search assignments, over 5000 consulting projects, and conversations with over 30,000 CEOs and executives in our "You're NOT the Person I Hired" workshops, it's apparent that most hiring managers and executives rate their success in hiring at best at 50%.
Is there any other process in your organization where you will accept that level or random variability? Perhaps, you accept in the payroll checks you write or the bills you send to customers.
Probably NOT.
Then why do you accept and tolerate average and mediocre results when it comes to hiring in your organization?
Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
November 7, 2012 6:27 PM
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Scooped by
Barry Deutsch
October 30, 2012 9:39 PM
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Wall Street JournalFire the Manager! Really?Wall Street JournalAnderson likens a soccer manager to the CEO of public corporation because they have many more responsibilities than simply training the team.
Interesting assessment of UK Soccer Team Managers to hiring talent in a corporation. The article could be summed up with this one quote:
"Anderson also stresses the responsibility of the owners and says it is the hiring, not the firing, of managers that should be scrutinized. "It's frequently about appointing someone rather than appointing the right guy," he says. "Selection is the key issue."
Do you spend more time worrying about replacing people than the process of making the right selection the first time? What tools, methods, techniques, and best practices do YOU use to ensure your making a good selection vs. just hiring a warm body to fill a role?
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 30, 2012 9:27 PM
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How to Recruit Hidden Talent [INFOGRAPHIC]. In today's world of serial applicants, recruiters are having trouble finding top talent. Most recruitment processes are costly and ineffective. Hiring managers are bogged down by unqualified ...
I love infographics, especially about hiring and retaining top talent. Here's one for you to review. A quick look at understanding why most methods to acquire great talent from the "hidden talent pool" are so ineffective and useless.
What steps does your organization need to take to bring better people to the table?
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 30, 2012 9:22 PM
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Whether you take a proactive or reactive approach to the hiring process, social media provides ample opportunities to find the best talent with the added benefit of boosting social exposure for your business.
Many SMBs or entrepreneurial organizations are NOT effectively using social recruiting to find, attract, and engage with potential great employees. Do you have a plan in place to do this? Are you aware of what the best practices are in social recruiting? What's holding you back?
Why are you continually to use an out-dated, weak, and ineffective approach like posting job descriptions on job boards?
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 30, 2012 7:39 PM
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ForbesThe 10 Dos and Don'ts of Conducting Employee Background ChecksForbesIf and when you find something on a background check that may impact the decision to hire an applicant, you should — at a minimum — engage in a conversation with the applicant.
Good article on background checks on the Forbes website. The reason most candidates feel they can lie, embellish, and exaggerate is that you'll never check. It's frightening the number of candidates who lie about their work experience, education, college degrees, and criminal backgrounds.
Do yourself a favor - avoid problems later on by conducting an inexpensive and simple background check.
Barry Deutsch IMPACT Hiring Solutions Hire And Retain Top Talent Blog http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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Scooped by
Barry Deutsch
October 30, 2012 2:18 AM
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SmartCompany.com.auWhat happens when an employee goes from "You're hired" to "You're fired"?
Good article on issues related to wanting to fire an employee. Here's the key statement in the entire article:
"Once you're sure that you've clearly communicated your expectations"
The problem in that statement is that very few managers and executives clearly communicate their expectations. It's not done in the interview, nor is it done on the on-boarding process.
I'll frequently ask my clients whether they have provided the person whom they are considering firing with a written list of quantifiable expectations. The usually answer is "they should know what I want"
"But is it written down?" I'll ask.
No, but....
There's the proverbial rub: You have expectations. The person failed to meet your expectations. You did a terrible job communicating your expectations to the person initially upon hire and on a continuous basis. You assumed they "got it". The reality is: your the primary cause for their failure.
Does that sting or hurt? Probably. It should!
Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent Blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
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Scooped by
Barry Deutsch
October 25, 2012 2:03 PM
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The Superhero listens to the manager describe the team, but the description lacks insight and time commitment. This signals that the manager may never be available (or capable of) for coaching and training.
Frequently, managers are significant roadblocks to making good hires. We've done and looked at studies that show over 80% of hiring decisions are based on rapport and personal chemistry.
Since most hiring managers are not really measuring true personality in the interview - instead they are measuring acting or interviewing skills. This fundamental misunderstanding of what is being measured leads to many hiring mistakes due to the bias and emotions they carry with them.
A better approach would be to put all your executives and managers through hiring manager interview training so that everyone is on the same page with how to make effective hires of great employees.
Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent Blog
Do you have a FREE Copy of our best selling ebook on how to hire top talent?
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Scooped by
Barry Deutsch
October 23, 2012 2:21 AM
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In numerous studies, surveys, and research, employees indicate over and over that trusting their immediate supervisor is one of the most important elements of... (Will top talent put up with a lack of trust?
One of my favorite blog posts on whether your employees trust you. In most organizations, there is very little trust between boss and subordinate. Studies show this trust is one of the most important elements of employee satisfaction.
Perhaps, it's no wonder that employee satisfaction is hovering around depression era levels.
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
October 23, 2012 2:12 AM
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As a sales leader make recruiting, not deals, your personal prospecting activity. And, just like sales prospecting, recruiting is a continuous process, not an event. Best practice: Interview one or two candidates every month, ...
I really liked the quote the author shared:
"But take an objective step back and ask this question: Is it your sales team that is falling short, or are you at fault? The old saying, “The pace of the leader is the pace of the pack” comes to mind."
We have a similar saying in High School Basketball, that the team's success is driven by the coach's energy level. If you're passive, quiet, reserved, cautious you're likely to struggle motivating your team to achieve higher goals.
As a sales manager or executive, your energy level around recruiting and retaining the best team of people possible should be your number one goal - not hitting targets or collecting call reports. Your success - the company's success is predicated on your ability to bring and keep great talent.
Is this your primary focus - or do you get distracted on other things in sales management which are more "fun" and "comfortable".
Most sales managers and executives are terrible at the process of recruiting and retaining top talent. They make more mistakes in this area than any of their peers?
Why do you think that's the case?
Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
October 12, 2012 12:27 PM
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Scooped by
Barry Deutsch
October 12, 2012 12:26 AM
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Take a closer look at the talent on your "bus" and improve the employee selection process. (RT @therainmaker: What are poor hiring mistakes doing to your company?
Most hiring managers would rather accept and tolerate poor hiring decisions than go through the process of replacing a non-performer or someone with terrible attitude. I'm always amazed by the range of rationalizations that hiring managers come up with to justify keeping poor performers.
We don't have time to hire someone new
Better the devil I know than the one I don't
I'm afraid of making a hiring mistake again
It's not that bad - I just took some of their duties away and i'm doing them now
I don't know how to find someone better
Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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Scooped by
Barry Deutsch
October 11, 2012 10:15 PM
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How Social Media Can Be Good For EmploymentHuffington Post (blog)As a result, an increasing number of organizations in every industry are looking outside the traditional hiring methods to make their recruiting campaigns more targeted.
Interesting article on the Huffington Post discussing McKinsey study of hiring through social media. The key point is targeting potential candidates that is not possible through traditional approaches to recruiting and hiring.
The problem for most companies, especially those without large HR teams is the time low-volume, high-touch sourcing methods require. For most hiring managers, recruiters, and HR professionals, they are not willing nor can they afford to invest the traditional hours of engaging, nurturing, and seducing passive candidates to consider their opportunity.
Although social media, particularly LinkedIn, helps with the identification of potential applicants, it does NOT replace the traditional process of engaging in a conversation about an opportunity.
Social media leverages, but does NOT replace focused/targeted recruiting.
Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog
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![How to Recruit Hidden Talent [INFOGRAPHIC] | Hire Top Talent | Scoop.it](https://img.scoop.it/hzR79XiEHZJAu6UcquSdpTl72eJkfbmt4t8yenImKBVvK0kTmF0xjctABnaLJIm9)
