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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Hire and Retain Top Talent

Hire and Retain Top Talent | Hire Top Talent | Scoop.it

Do you Google candidates before you interview them? Do you check out their on-line "personas?" Do their pictures, comments, profiles convey the type of person you want to hire for your culture and values?

Barry Deutsch's insight:

Scary how many employers don't check out candidates through social media - Google, Facebook, Instagram, Twitter, LinkedIn. Afraid of what you might see?

 

Do you have a horror story you would like to share of how the actor/actress from the interview was different from their on-line persona?

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10 Steps to Successful Employee Onboarding

10 Steps to Successful Employee Onboarding | Hire Top Talent | Scoop.it
Everybody knows that excessive turnover can be quite expensive. For that reason, smart organizations are always looking to increase their employee retention stats. One of the easiest ways to do that is by creating the best employee onboarding program you possibly can. Here are 10 steps to successful onboarding courtesy of the Mindflash team.

Via Roger Francis
Barry Deutsch's insight:

ON-BOARDING: One cause of hiring failure is a lack of a systematic and rigorous on-boarding program. Most companies minimize the importance of a good best practice program around on-boarding - then fret when their turnover number exceed expectations.

 

The lack of an effective on-boarding program is similar to not conducting a background check in the hiring process - it's fundamental and basic.

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Maximizing the Effectiveness of Employee Referral Programs

Maximizing the Effectiveness of Employee Referral Programs | Hire Top Talent | Scoop.it
How can businesses maximize the effectiveness of their employee referral programs to find and hire the best candidates and achieve business success?
Barry Deutsch's insight:

I think one of the most important points this article makes is that a great referral program starts with educating your employees on the value of making referrals. So many companies consider their referral program to be a set of monetary rewards - that's a sideshow. The real impact is reinforcing the value of referrals over and over with your employees.

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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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How Many of Your Employees Think the Grass is Greener Somewhere Else? | LinkedIn

How Many of Your Employees Think the Grass is Greener Somewhere Else? | LinkedIn | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

I recently posted this article on the LinkedIn Publishing Platform - and it generated a small firestorm of controversy on LinkedIn.


Obviously, I touched on a sore point about why employees might leave their company.


One of the problems with a lack of a structured plan and process for employee engagement is that the best talent leaves first because it's easy for them to find new jobs.


Barry Deutsch

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Disaster Alert - Ineffective On-Boarding

Disaster Alert - Ineffective On-Boarding | Hire Top Talent | Scoop.it
When sales teams aren't performing as expected, the root cause could be founded in the sales person onboarding program. In this episode of the Sales Management Minute, learn the six common onboarding mistakes and how to avoid them.
Barry Deutsch's insight:

Lee Salz describes the problem and issues related to hiring sales professionals without a strong on-boarding program. I'll extend this issue to all hires. My experience has been that at least 15-20% of the reason candidates fail in their new jobs is due to an ineffective on-boarding program.


In the vast majority of companies below the Fortune 1000, there is no on-boarding program. In most of these companies, it's called "sink or swim".


Are you creating unnecessary work to rehire for jobs that could have been successfully filled - but you screwed up the on-boarding process?


Barry Deutsch

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Don't Treat the Interview Like You're Ordering Fast Food

Don't Treat the Interview Like You're Ordering Fast Food | Hire Top Talent | Scoop.it
This is why you never end up hiring good developers
Quartz
... to do with that.
Barry Deutsch's insight:

Excellent reinforcement of the hiring mistake of hiring for skills and knowledge that people have on the first day of work. There is NO correlation that they will be successful.


Instead, the focus should be on measuring the application of their skills in your unique role in your unique culture/environment.


Is it any wonder why most studies show hiring accuracy to be hovering around 50%. One the primary reasons is that you're measuring the wrong things in the interview - whether your hiring a front line programmer or a senior executive.


Check out of my publication of the Top Ten Hiring Mistakes CEOs and senior executives make in hiring - particularly the error of treating the interview like you're ordering from your favorite fast food restaurant in the drive-thru line.


https://www.linkedin.com/pulse/article/20140331161931-7589947-hiring-mistake-3-does-your-hiring-process-resemble-ordering-fast-food


What hiring errors and mistakes is your organization guilty of committing over and over?


Barry Deutsch


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Do You Make the Interview More Like the Real Job?

Do You Make the Interview More Like the Real Job? | Hire Top Talent | Scoop.it
Entrepreneur
Want to Avoid a Hiring Crisis? Follow These 4 Steps.
Entrepreneur
As an entrepreneur you know hiring is important.
Barry Deutsch's insight:

I liked the author's comments about testing candidates out before hiring them. As you know, our tagline is "put the candidate in the job before you hire them". You don't always have the luxury of offering contract assignments - but you can give small homework/consulting assignments that reflect the type of projects you'll assign when the candidate gets hired.


Barry Deutsch

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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
Barry Deutsch's insight:

This article is from my Top Ten Hiring Mistakes Series on the LinkedIn Publishing Platform. The article is on Hiring Mistake #5 - Historical Bias.  Is your focus purely around years of experience and skills, or is it in the application of how someone has applied their experience and skills?


Barry Deutsch

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Why Don't You Get Invited to Interview?

Why Don't You Get Invited to Interview? | Hire Top Talent | Scoop.it
7 seconds - that’s how long I give every resume. You’ve got seven seconds to show me that it’s worth my time to continue reading.
Barry Deutsch's insight:

As a recruiter with over 30 years of experience, I've probably looked at over a 1 million resumes - many of which violate the basics described in this article.


One of my pet peeves is NO cover letter. It tells me your mass mailing/applying for jobs. You couldn't care less about which job - you're just praying someone takes pity on you and grants an interview.


A well-written description of how your background matches up to the job definition is the first step. I read the cover letters first, and toss the resumes that don't include one. Your resume better wow me without a cover letter, or it will be in the trash can in seconds.


I want to see examples and illustrations of what you've done that is most similar, comparable, like what needs to be done in the job. I know you've probably never done exactly what my client needs - but show me the bridge between what you've done and what we need accomplished.


I hear this same complaint from CEOs and Senior Executives in every workshop I deliver - 60 times a year - 20-30 executives in each one - all lamenting the missing cover letter.


Barry Deutsch

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Can Focusing Just on Cultural Fit Lead to a Hiring Mistake?

Can Focusing Just on Cultural Fit Lead to a Hiring Mistake? | Hire Top Talent | Scoop.it
CIO
Hire for Cultural Fit, Train for the Right IT Skills
CIO
CIO — As organizations struggle to adjust to the new growth economy, finding top talent is one of their biggest challenges.
Barry Deutsch's insight:

The article on the CIO website appears to infer that companies should focus more on ensuring a strong cultural fit above measuring specific skills.


I'll contend this is a tad short-sighted. There are a variety of factors that lead to hiring top talent. Measuring things like initiative, overcoming obstacles and adversity, leadership both of teams and in teams, comparable application of skills, and the ability to adapt to a new environment, culture, or change are all important areas of ensuring a successful hire.


Many times you'll see articles that say things like "this is the one thing" or here's the two things. Making great hires is taking a 360 degree view of the candidate - not just one specific angle.


My take-away on the article is that in hiring you should not be overly concerned about checking the boxes on every single skill, particularly in rapidly changing technology fields.


The article does reference a couple of outstanding sources, including the recent Deloitte Study on Human Capital, and the book, "Tribal Leadership."


Barry Deutsch

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Your Managers and Executives Are the Primary Reason You Can't Attract or Keep Top Talent

Your Managers and Executives Are the Primary Reason You Can't Attract or Keep Top Talent | Hire Top Talent | Scoop.it
How Companies Can Better Engage Critical-Skill Talent
Forbes
Most corporate managers and business owners would agree that a core management challenge is hiring, retaining and fully engaging critical-skill talent.
Barry Deutsch's insight:

I liked this article on Forbes referencing the recent study on hiring practices. A key point of that study struck home - and this author reinforced it:


"Rethinking managers’ roles and equipping them to succeed – As the old saying goes, “People leave managers, not companies.”  The quality of management makes a huge difference in critical-skill employees’ day-to-day experience.  “As the primary point of contact for setting performance expectations, conducting career development discussions, assessing results and communicating pay decisions,” notes the report, “managers are important drivers of employee engagement – negatively or positively.”



The vast majority of managers and executives I've encountered over the last 30 years in my executive search practice, hiring consulting, and speaking before CEOs and Senior Executives is that:


"Your Managers and Executives Have NO IDEA what they are doing when it comes to best practices around finding, hiring, on-boarding, and retaining talented employees."


The reason they have no idea is that you've never invested in training, coaching, development, learning around the "how-to" of best practices in the most important areas you hold managers and executives accountable:


HIRING AND RETAINING GREAT EMPLOYEES


The question I have is: When are you going to start giving your managers and executives the tools, training, education, skill development it takes to hire and retain great employees?


Are you willing to allow the future success of your business to be based on luck and hope around hiring and retention - or should there be a systematic approach for you to create a competitive strategic advantage through your employees?


Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

Learn more on our popular Hire and Retain Top Talent Blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

Join the Discussion With Me On Google Plus

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Hiring Mistake #3: Does Your Hiring Process Resemble Ordering Fast Food?

Hiring Mistake #3: Does Your Hiring Process Resemble Ordering Fast Food? | Hire Top Talent | Scoop.it

We title Hiring Mistake #3 as “Inappropriate Prerequisites”. The metaphor of these inappropriate prerequisites is that hiring top talent is not the same as ordering in the drive-through line at your favorite fast food restaurant.

Barry Deutsch's insight:

One of the most significant reasons hiring fails so often is that most hiring managers use a traditional job description to check the boxes on whether someone can do the job. The traditional job description as it is used in most companies is a worthless tool for measuring performance or success.

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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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Upgrading Your Team with Social Networking

Upgrading Your Team with Social Networking | Hire Top Talent | Scoop.it

Now is an excellent time to consider upgrading your team by leveraging social media.

Barry Deutsch's insight:

Be more like a professional recruiter searching for top talent with a magnifying glass, looking under rocks, being a detective, and leveraging the one degree of separation that social media provides, especially LinkedIn.

 

Why don't more companies use the social networking connections of their employees, vendors, sub-contractors, clients, and suppliers to bring outstanding candidates to the table?

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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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Victimized by The Top Ten Hiring Mistakes?

Victimized by The Top Ten Hiring Mistakes? | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

Are you victimized by the Top Ten Hiring Mistakes? A number of years ago we undertook a comprehensive study to understand why hiring success and accuracy is so poor. We've written a couple of books on the subject and presented the workshop titled "You're NOT the Person I Hired" on these common mistakes and errors to over 35,000 CEOs and Senior Executives in the last two decades.

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Interviewing Failure: Making First Impression Judgements

Interviewing Failure: Making First Impression Judgements | Hire Top Talent | Scoop.it
We can't get enough about the art of interviewing in these times. We all fret job interviews and prepare as much as possible but there is little way of predicting their outcomes.
Barry Deutsch's insight:

Although I think the survey data may be suspect in this article - I do acknowledge that the primary reason people get hired or hired is due to first impressions, likeability, chemistry, and rapport.


Most hiring managers make their judgements immediately because they don't know any better.


These initial first impressions are one the primary causes of hiring mistakes and errors. It's the reason hiring fails almost 50% of the time. Most hiring manager measure how well a candidate interviews - NOT whether they will be a good employee.


Until that framework or paradigm shifts, hiring accuracy and success will never pass the 50% mark.


Consider this series of questions:


Of all the hires you've ever made, what percentage lived up to or exceeded your expectations?


Ever hire a candidate who "aced the interview" only to fall flat on their face after they started?


How about the shy, introverted, quiet, reserved candidate who couldn't interview themselves out of a wet paper bag, yet you took a risk and they turned out to be one of your better hires?


Barry Deutsch

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Don't crush your entrepreneurial spirit by hiring bureaucrats

Don't crush your entrepreneurial spirit by hiring bureaucrats | Hire Top Talent | Scoop.it
How To Keep Your Startup Vibe In A Rapidly Growing Company Forbes Essentially, once your team gets to know people outside of their department, they're more likely to feel a closer connection with the overall organization, leading them to focus on...
Barry Deutsch's insight:

I've seen the hiring of numerous HR professionals in entrepreneurial, small businesses, and emerging growth companies that come aboard and immediately suck the life out of being entrepreneurial, creativity, and innovation.


Are you hiring HR staff (or other key roles) that thrive on bureaucracy and structure - and can't adapt to your unique culture?


Barry Deutsch

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Will Another 30 Days Overcome Your Hiring Error?

Will Another 30 Days Overcome Your Hiring Error? | Hire Top Talent | Scoop.it
Are you playing the “Let’s Give Another 30 Days” with that employee you hired that can’t meet your performance or behavior expectations – only now it’s 6 months, a year, or 2 years later? Did you
Barry Deutsch's insight:

Here is a recent article I published on the LinkedIn Publishing Platform. I talk about the problem of "firing slowly" and leaving non-performers or toxic employees in place too long.


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Job Interview: The FIRST Question You Must Ask

Job Interview:  The FIRST Question You Must Ask | Hire Top Talent | Scoop.it
If there was one question you could ask that would turn the entire interview upside down, allow you to drive the conversation, and shift the Hiring Manager off their path of box-checking you against
Barry Deutsch's insight:

This is my most recent post on the LinkedIn Publishing Platform. This  article is aimed at candidates who struggle to break out of the interrogation and box-checking so common in most traditional interviews.


With one question, you can now flip the entire focus of the interview from box-checking to a deep discussion of expectations and results.


Barry Deutsch

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Hiring Mistake #4: Falling In/Out of Love During Interviews

Hiring Mistake #4: Falling In/Out of Love During Interviews | Hire Top Talent | Scoop.it
Hiring executives and managers rely too heavily on first impressions (falling in or out of love in the interview) to hire candidates – and as a result make Snap Judgments about candidates.First
Barry Deutsch's insight:

This article is about Hiring Mistake #4, which I published on the LinkedIn publishing platform, is a major cause of hiring failure. It occurs when you make snap judgments about candidates based on your first impression.

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Do You Misrepresent the Job to Your Candidates?

Do You Misrepresent the Job to Your Candidates? | Hire Top Talent | Scoop.it
Were you fooled by your job interview?
The Globe and Mail
In a job interview, you would expect the hiring manager to have a clear idea of the roles and responsibilities of the position for which she's interviewing candidates.
Barry Deutsch's insight:

Not accurately representing what you expect from candidates not only backfires on you because you hire someone who cannot live up to your expectations, but also the candidate believes the job is basically what you asked questions about in the interview.


The author quoted from a recent study on miscommunication about the job in the interview process:


"The survey, commissioned by Menlo Park, Calif.-based staffing agency Robert Half, discovered that of those people who found themselves fooled, 74 per cent said the job duties were not as described, 44 per cent said the corporate culture wasn’t as advertised"


The problem occurs after you hire someone and then 2-4-6 weeks later you tell them what you really expect.


At this point the candidate looks at you dumb-founded and mumbles something like "I thought the job was what you talked about in the interview". I didn't realize you wanted me to do X, Y, or Z. Not only can I not do those things, I don't even have the desire to do them. You should just fire me right now.


They all say that to you - right? Of course not. After recovering from their initial shock, they then try to fake it until they can find another job or they hope you'll forget about what you really need accomplished.


Wouldn't a better idea be to be transparent in the interview, and talk about the job expectations, outcomes, performance, metrics, and results. This approach tends to lead to better hiring decisions than the traditional approach of checking boxes on the job description and then crossing your fingers hoping the person will make it through the 90 day probationary period.


Barry Deutsch


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Hiring Mistake #3: Does Your Hiring Process Resemble Ordering Fast Food?

Hiring Mistake #3: Does Your Hiring Process Resemble Ordering Fast Food? | Hire Top Talent | Scoop.it
We title Hiring Mistake #3 as “Inappropriate Prerequisites”. The metaphor of these inappropriate prerequisites is that hiring top talent is not the same as ordering in the drive-through line at your
Barry Deutsch's insight:

I posted this article through the LinkedIn Publishing Platform. It focuses on one of the top ten mistakes and errors hiring managers typically make over and over again. It's one of the major reasons why hiring success and accuracy in most companies is so low.


Barry Deutsch

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