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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Go fishing in the correct hiring pool - Fairbanks Daily News-Miner

Go fishing in the correct hiring pool - Fairbanks Daily News-Miner | Hire Top Talent | Scoop.it
Go fishing in the correct hiring poolFairbanks Daily News-MinerIdentify the talent you seek from a competitor or complimentary organization. An obvious tactic in business is to identify and hire away the best talent from your competitors.


Good advice to fish in the correct hiring pool. Most companies don't fish in targeted pools - they conduct "spray and pray" job advertising similar to the same approach desperate job search candidates take in their job search.


The failure point is that the types of ads and tactics most companies use to attract candidates brings to the table exactly the wrong candidate.


Barry Deutsch

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Writing Job Descriptions - MJS Executive Search

Writing Job Descriptions - MJS Executive Search | Hire Top Talent | Scoop.it

Finding transformational talent when filling an executive position can be extremely difficult. A problem often faced is that top talent is turned off by overly ambitious qualifications and unrelated requirements.


The author talks about job descriptions not attracting top talent. The recommendation is write a better job description.


WRONG!


FAILURE!


Stop allowing your job descriptions to masquerade as ads or announcements for your job opportunities. Regardless of how well you write a job description it's still a boring, uncompelling turnoff to most top talented individuals.


Instead, write a Compelling Marketing Statement that captures the passion and excitement of the opportunity for a potential applicant. We've seen thousands of companies around the world improve the quality of candidates they get through this simple step.


You can learn more about writing Compelling Marketing Statements on our website under step 2 of our Success Factor Methodology for improving hiring success at impacthiringsolutions.com


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The Power of Storytelling for Recruiters HR, Recruiting

The Power of Storytelling for Recruiters HR, Recruiting | Hire Top Talent | Scoop.it

Your corporate storytelling and employer branding strategy is not something that can be perfected overnight, but it is a critical piece of your recruitment marketing strategy and worth your time to improve upon.

So true! Yes, corporate storytelling is an iterative process.

Yet what I really like about this article is its focus on linking company story sharing and story strategy to the recruiting process. Want to attract top talent? Then you had better be telling your stories well -- not only to attract talent, but as part of the interview process, too.

But really, this article applies to all businesses of any size. If you are an entrepreneur or small business or nonprofit, you want to work with top vendors and contractors. Craft fabulous (authentic) stories, attract the best people to work with you, and excel in what you do.

Read the suggestions in this article for ways to go about this.


Assuming the basis of social media is telling stories that engage and help people to visualize what's in it for them, why do most employers do a horrific job communicating stories to potential applicants about the value of working in their company?


Barry Deutsch

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The Top Ten Hiring Mistakes Video - Watch it Now

The Top Ten Hiring Mistakes Video - Watch it Now | Hire Top Talent | Scoop.it
Learn about the most common hiring mistakes and errors and discover the simple steps to avoid making these hiring mistakes in the future.
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Why Hiring Should Be More Like Buying a Used Car - ERE.net

Why Hiring Should Be More Like Buying a Used Car - ERE.net | Hire Top Talent | Scoop.it
Unfortunately most executives are unaware of the impact hiring mistakes have on their bottom line. Most hiring managers believe hiring is an exercise in amateur psychology and they rely on past experience and their intuition, ...


The author recommends using "scientific" assessments to determine whether to hire a candidate and paints the metaphor of using an independent auto mechanic to validate the working condition of the car right at the time of purchase.


This is why the metaphor is broken. Doing assessments on skills and personality does not predict future performance. It can assess the precise level of the knowledge or skill at the time of the interview, but it cannot determine how the candidate will apply those skills and knowledge in your unique role in your unique environment.


I do believe skill and personality testing can play a role in validating what you heard from the interview. However, nothing should take the place of a well thought-out performance/success based interview process.


Too many companies have made the mistake of being overly dependent on testing.


Barry Deutsch

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Talent recruitment revisited - The Star Online

Talent recruitment revisited - The Star Online | Hire Top Talent | Scoop.it
Talent recruitment revisitedThe Star OnlineIN today's war for talent, many employers are practically fighting a losing battle as they strive to retain their best people. What they need to realise, however, is that the ...


Good article on issues of training and developing people to keep them. The author states the most common reason companies give for not investing in their people:


“Many companies say they're afraid of investing in their talents because after training them, they (the employees) become more employable and leave. But that's just looking at the talent as part of a static pool.


If that doesn't define out-dated and irrational thinking - I'm not sure what might qualify.


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Avoid Common Talent Assessment Mistakes - Talent Management magazine

So what are the 4 Common Talent Assessment Mistakes?


The author offers a unique perspective on hiring mistakes - unfortunately, we have an article made to read like it's based on some form of research. The reality is that these issues - which have no basis in quantiative or qualitative research - are NOT common reasons for making assessment mistakes. If you're going to make statements as bold as the title of this article, at least back it up with some research. I am vey surprised a magazine of this caliber would allow an article to be published that is so off base on the key elements of hiring mistakes.


If you want to understand why most mistakes get made in hiring, check out the real research that's been done over a long time period in this arena - you'll find all the stuides identify the same common issues:


Ineffective or wrong job definitions

Mediocre Pool of Candidates

Poorly trained hiring managers

No real hiring process applied from manager to manager


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Avoid Common Hiring Mistakes | Construction Business Management Magazine

Avoid Common Hiring Mistakes | Construction Business Management Magazine | Hire Top Talent | Scoop.it
Protect yourself from discrimination claims when building your team.


An article from the trade publication "Construction Business Owner" that takes about the need for clear and job relevant job descriptions to prevent legal and performance problems.


This is the NUMBER ONE hiring mistake most companies make - not defining the outcomes, expectations, performance, results, output, metrics, standards desired in the job that relates exactly to doing the job - regardless if your hiring a draftsperson or a senior executive.


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Hiring mistakes | EnMast

Hiring mistakes | EnMast | Hire Top Talent | Scoop.it
When small business owners hire, they typically make two mistakes.


Brad said it so well by stating "But hiring goes so wrong so often." If we all acknowledge that the process of hiring in the vast majority of companies is downright humiliating, embarrassing, and ineffective - why do we keep doing it the same way over and over.


I know Benjamin Franklin called this the definition of insanity - but why do we keep doing it poorly. Are we so conditioned like Pavlov's dogs, that we just can't break the cycle of stupid hiring?


Barry Deutsch

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Performance Documentation: Can't Be Sloppy—or Missing ...

Performance Documentation: Can't Be Sloppy—or Missing ... | Hire Top Talent | Scoop.it
Yes, like most things in compensation and HR, the key to success is manager/supervisor training. But who has the budget and time to organize a full-blown training program? Good news from BLR—now you can run your ...


One of the greatest frustrations I encounter is the issue of how long it takes to get rid of someone when they are lacking in performance. The primary issue behind this lengthy process is the complete lack of documentation around performance and the usual smoking guns in their personnel file.


DOCUMENT from day one through a series of monthly one-to-ones focused on the achievement of your expectations which were writtend down in a Success Factor Snapshot before the person was ever hired.


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Spark Hire Releases its List of the Top 25 Must Read Blogs For Recruiters - Virtual-Strategy Magazine

Spark Hire Releases its List of the Top 25 Must Read Blogs For Recruiters - Virtual-Strategy Magazine | Hire Top Talent | Scoop.it
Spark Hire Releases its List of the Top 25 Must Read Blogs For RecruitersVirtual-Strategy MagazineRecruiters looking for extra help acquiring top talent to survive and thrive in today's economy can now turn to Spark Hire's...


This is a self-promotion post - or maybe I should call it a pat on the back post. We were just named to one of the top 25 Recruiter Blogs by SparkHire. Even for the most independent minded - a little recognition is always nice for hard work. Thank you Spark Hire.


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Employee hiring: Why good candidates don't get hired - HR.BLR.com

Employee hiring: Why good candidates don't get hired - HR.BLR.com | Hire Top Talent | Scoop.it
Employee hiring: Why good candidates don't get hiredHR.BLR.comFor a Limited Time receive a FREE HR Report "Top 10 Best Practices in HR Management." This comprehensive special report will give you the information you need to know about these current...


Different take on hiring problems and issues. The author of the book talks about the internal barriers companies erect to prevent good people from being hired. Almost takes a process consulting view of the hiring and recruiting function.


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7 Habits of Highly Effective Sales Recruiters - blog*spot

7 Habits of Highly Effective Sales Recruiters - blog*spot | Hire Top Talent | Scoop.it
This habit leads to unforced hiring errors. “Time to fill” is often stated as a metric to measure the effectiveness of recruiters. Unfortunately, it also leads to bad decisions due to a rush to judgment to hit a lagging indicator metric.


The author describes common best practices - which are usually ignored by the vast majority of hiring managers - resulting in hiring mistakes, hiring errors, and hiring failures.


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Common problems faced by recruiters | PM Press

Common problems faced by recruiters | PM Press | Hire Top Talent | Scoop.it
... Resource Managers in 2008 revealed the top 3 issues facing them during the hiring process are: Not Enough Quality Candidates Advertising Results Are Hit And Miss Technology Hasn't Helped Improve Hiring Productivity ...


Interesting article that reinforces my thoughts that most job broadcasting for technical, professional, and managerial roles is not effective in spite of the claims by job boards.


Most job advertising brings the bottom third of the candidate pool to your doorstep, and no amount of advertising, technology, or praying will make a difference.


Layered on top of the traditional mindset of running an ad when you have an opening is that fact that the job boards are in a state of decline as the importance of social networks finally are allowing candidates to "penetrate" the hidden job market where 80-90 percent of the jobs get filled.


Finally, the traditional process of posting a job description and allowing it to masquerade as a compelling description of work tends to bring the desperate and dysfunctional employees to your doorstep. The better ones are disgusted and turn-off by your posting of a job description.


No wonder most corporate recruiters are under the gun and popping antacids. The methods they've been trained to use based on tribal and traditional paradigms of recruiting are a complete failure  -  as this survey indicates.


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Personality vs Character in Leadership

Personality vs Character in Leadership | Hire Top Talent | Scoop.it
A recent, and much discussed event in the news has started me thinking about the difference between personality and character.   There are perhaps some who have spent little time considering if the...


An interesting perspective on the difference. I think many executives and managers get tangled up in their underwear over what they are measuring when it comes to personality and character/values.


Barry Deutsch

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8 Cognitive Biases That Will Make or Break Your Culture

8 Cognitive Biases That Will Make or Break Your Culture | Hire Top Talent | Scoop.it

interesting article on cognitive bias. The author describes 8 different aspects of cognitive bias. Understanding your underlying bias helps to make better hiring decisions.


One of the areas that cause hiring to fail is that we make very emotional and biased decisions in the hiring process. Eliminating these or at least understanding them goes a long way to improving hiring accuracy.


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INFOGRAPHIC: Why Employee Referrals Are the Best Source of Hire

INFOGRAPHIC: Why Employee Referrals Are the Best Source of Hire | Hire Top Talent | Scoop.it
Today, employee referrals are the most useful way of finding the best candidates for the job. Here is how valuable a referral truly is, courtesy of Jobvite.

 

Very nice infographic and takaways list. It makes sense that the majority of employee referral applicant to hire conversions account for 40% of all hires. People like personal recommendations and referrals.


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Hire Slow, Fire Fast – Employee Acquisition Tools

Hire Slow, Fire Fast – Employee Acquisition Tools | Hire Top Talent | Scoop.it
Discover the most common hiring mistakes and the negative effect on organizations when we hire the wrong people. In this episode, Business Coach Patrick Good...


The negative impact of a hiring mistake is beyond quantification. Yet most executives and managers admit to accepting random and varlable results from the hiring process. Why do you continue to make the same mistakes over and over. Stop reinforcing the definition of insanity!


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Six Questions to Ask to Speed Up Your Hiring Process - Huffington Post

Six Questions to Ask to Speed Up Your Hiring Process - Huffington Post | Hire Top Talent | Scoop.it
Six Questions to Ask to Speed Up Your Hiring ProcessHuffington PostWhy Ask? Everyone makes mistakes, even in a professional setting. The lessons we learn from these errors can be invaluable.


This is a terrible article. Why does everyone think they are the expert on what interview questions to ask. The first question was not too bad. The other 5 were horrific and do nothing more than focus on the prepared canned inane stupid responses candidates give to prepared canned inane stupid interview questions.


Who cares what the candidate thinks. Asking what they want to be in 5 years is crystal ball gazing. And asking what they can bring of value is silly until you've told them the outcomes you desire. Until that point, they are reading off a prepared script. Congrats to the best interviewer, you'll always get the job offer since you know how to answer these canned questions the best. BUT = does that make you the best employee for that role?


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Negligent Hiring and Background Checks Reviewed by Safe Hiring Expert at ... - ESR NEWS

Negligent Hiring and Background Checks Reviewed by Safe Hiring Expert at ...ESR NEWSWith negligent hiring one of the fastest growing areas of employment litigation, Rosen says employers need to learn legally complaint best practices to keep their...


I am going to guess that the vast majority of legal issues arising from hiring have to do with skipping or ignoring best practice steps, such as conducting a background check and doing thorough references.


Are we so desperate to hire, that we can't take a few minutes to do some basic validation, verification, and vetting of candidate claims? Are we afraid that our positive image of the candidate will be shattered and we'll have to start the hiring process all over again?


Is our primary focus in hiring an attempt to see how far into the sand we can stick our head?


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7 Silly Simple Hiring Mistakes

7 Silly Simple Hiring Mistakes | Hire Top Talent | Scoop.it
The hiring process can be an exciting, yet frustrating experience, and a bad hiring decision can cause major ramifications for your organization.


Another article on hiring mistakes from well known psychometric testing service Profiles International. Perhaps, a bit oversimplified. The funny thing is that many hiring managers constantly make these mistakes over and over.


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Business Solutions: Five Common Mistakes in Hiring New Employees

Are you making these mistakes when you hire people?


Another take on hiring mistakes - again the author's personal perspective without deep research or quantitative foundations. After a while, it becomes hard to separate what's really factual vs. someone's individual opinion.


I did like the list and it encompasses some of the classic most common hiring mistakes and errors. Not sure I would include "not considering the unemployed" as one of the big mistakes.


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Hiring Wisdom: 4 Things About Making the Hire/Don't Hire Decision

Hiring Wisdom: 4 Things About Making the Hire/Don't Hire Decision | Hire Top Talent | Scoop.it
The following is a best practice, proven technique for making better hiring decisions: If you make the final hire/don't hire decision, there are four things to consider: The results of testing should count for 30 percent.


The author breaks down the different elements of hiring decision making. Not sure where the data came from - again it's expressed as fact but appears to be more along the line of opinion. Here's an alternative idea to the way the author throws out percentages as if they are based on a scientific study:


The interview is the most important element of determining whether a candidate can achieve the desired results. Unfortunately, most interviews conducting by most hiring managers are a complete waste of time and useless.


External validation, vetting, and verification should be used to determine is what I saw and heard in the interview the truth - and it helps to maintain objectivity and rational thinking.


Gut feeling and intuition plays no part in the assessment since this is on a foundation of bias and emotion. You're still going to make first impressions - impossible to avoid - but validate through collecting rich information in the interview and externally.


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The Three Huge Hiring Mistakes You Didn’t Know You Make

The Three Huge Hiring Mistakes You Didn’t Know You Make | Hire Top Talent | Scoop.it
Every company can improve their hiring in some way.  And given how important successful hiring is, it’s scary to think that two-thirds of companies continue to make bad hires.  Here are three key (The three huge hiring mistakes that most companies...


Another cut on hiring mistakes and errors - which now appears to be one of the most common blog posts appearing on the Net. Is this because of an increase in hiring? Could the job market finallly be making a return?


Interesting side note, most of the major mistakes in hiring occur because hiring managers and HR take short-cuts, they refuse to abide by common simple best practices and frequently fall victim to taking short-cuts and cutting corners.


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Hiring managers only need to know three basis interview questions ...

Hiring managers only need to know three basis interview questions ... | Hire Top Talent | Scoop.it
Understanding if you're interviewing top talent can be accurately determined by using the 3+2 interview method. It's easy ... It just seems logical that asking the best interview questions are the best way to determine the quality of your next hire.


Carl talks about asking the best interview questions - but where did you learn to ask questions. Most CEOs and Senior Executives claim that they are still using the same questions asked of them 20 plus years ago. Perhaps, it's time to conduct a check-up to determine if the best questions are being asked.


Just because these were the appropriate questions when Henry Ford started cranking out Model T's - it doesn't mean that they are still relevant today.


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Patrick De Wijngaert's curator insight, March 28, 2016 2:36 PM

Only 3 basic Interview questions