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Is Raw Talent necessary for success?

Is Raw Talent necessary for success? | Hire Top Talent | Scoop.it
Matt Maloney: Turning Raw Talent into Industry Leaders
Wall Street Journal (blog)
MATT MALONEY: Although it sounds cliché, the saying “hiring great people is the key to success” couldn't be more accurate.
Barry Deutsch's insight:

I agree with a couple of points Matt Maloney makes in his articles.


1. It takes tremendous discipline, focus, and most importantly, patience to hire great talent. As we've documented in our landmark research on hiring mistakes, the top three hiring mistakes all relate to not investing enough time in the hiring process.


2. Cultural Fit - both making sure the personality syncs up with the hiring manager and the team. One of the greatest mistakes in hiring is to assume the "persona" exhibited in the interview is real personality - nothing could be further from the truth.


3. Raw Talent - here's where I disagree. I think success comes from a blend of prior success and future potential. Basing the vast majority of your decision to hire on raw talent (little proven work experience and accomplishments) yields very high risk hires just as focusing too much on past experience and accomplishments yields candidates lacking in future potential.


It's not about talent or experience, but rather what's the right blend for  role, the company, and the candidate. This is radically different from "hiring the best" - it's about hiring the best for that specific role - both now and into the short range future (12-18 months).


HIRE AND RETAIN

 

 

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

 

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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:

A large part of hiring failure can be attributed to asking the traditional, standard, stupid, inane, canned interview questions. If you want to determine if someone can achieve your desired goals, outcomes, deliverables, expectations, KPIs, and metrics - then you need a set of interview questions designed to extract that information to predict future performance and fit.

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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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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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Why Do Most Interviews Have A Low Correlation to Success?

Why Do Most Interviews Have A Low Correlation to Success? | Hire Top Talent | Scoop.it
Why Do Most Interviews Have A Low Correlation to Success?
Barry Deutsch's insight:

Most interviews have a very low correlation to success since the vast majority of hiring managers focusing on measuring how good of an actress/actor is sitting across from them. Usually the interview is based on rapport, chemistry, and likability. Layered onto that inaccurate assessment is that fact that you're not even seeing their true personality.

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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: Do You Stink at Interviewing - Is It Like Playing Craps in Vegas?

HIRING: Do You Stink at Interviewing - Is It Like Playing Craps in Vegas? | Hire Top Talent | Scoop.it
Do You Stink at Interviewing - Is It Like Playing Craps in Vegas?
Barry Deutsch's insight:

Many hiring managers and executives have never been adequately trained in how to interview. We assume because you carry the title manager or executive you should know how to hire. Nothing could be further from the truth. One of the greatest areas of impact you can have on your organization is to make sure all managers are capable of effective interviewing.

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Will Another 30 Days Overcome Your Hiring Error?

"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?"

Barry Deutsch's insight:

Why do we play this mental headgame of "Let's Give it Another 30 Days?" We know it's not going to work out - but we keep deluding ourselves that it's going to get better.

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Introverts are Set-up for Failure in Job Interviews

Introverts are Set-up for Failure in Job Interviews | Hire Top Talent | Scoop.it

"Introverts have it really tough in most job interviews. It borders on having the deck stacked against you."

Barry Deutsch's insight:

The entire interview process is stacked against introverts in favor of extroverts. Over 30 years of executive search and 250,000 interviews shows there is no advantage/disadvantage for either group on the job. The problem is getting through a traditional interview process designed to screen out introverts.

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Should You Quit Your Boss?

Should You Quit Your Boss? | Hire Top Talent | Scoop.it

"Are you working for a dysfunctional boss? Life is way too short to put up with an incompetent, toxic, and ineffective boss!"

Barry Deutsch's insight:

The primary reason most people quit their jobs is due to a lack of opportunity = learning, impact, and becoming. The second most common reason is you lose respect for your immediate boss - mercurial, unfair, arbitrary, poor manager and leader, doesn't develop you. Why put up with a dysfunctional boss when there are so many great opportunities waiting for you?

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Are You Over-Paid as a CEO or Key Executive?

Are You Over-Paid as a CEO or Key Executive? | Hire Top Talent | Scoop.it

"You’re probably thinking – how could Barry make such an outrageous statement? Over-paid – are you kidding? Ugh! I’m actually under-paid."

Barry Deutsch's insight:

You're grossly over-paid if 50% of what you do on a daily basis is the work you're team should be doing. Why do you tolerate anything less than outstanding performance by your team members?

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How Managers Drive Results and Employee Engagement at the Same Time

How Managers Drive Results and Employee Engagement at the Same Time | Hire Top Talent | Scoop.it
Barry Deutsch's insight:

Great article at HBR about balancing getting great results while raising employee engagement concurrently. The very best managers and executives are able to walk this fine line.

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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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Job Search: Are You A Good Story Teller in the Interview?

Job Search: Are You A Good Story Teller in the Interview? | Hire Top Talent | Scoop.it

"Similar to your early experience in kindergarten, storytelling is a powerful method to teach – to show hiring executives what your true capability is in helping them solve their most significant problems."

Barry Deutsch's insight:

Winning interviews is basically telling great stories that share key traits of success and answer quantifiable questions like dates, KPIs, metrics, outcomes, budgets, people, etc.

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Likeability in the Interview is NOT a Reliable Predictor of Success

Likeability in the Interview is NOT a Reliable Predictor of Success | Hire Top Talent | Scoop.it

"In my last article, Why Do Most Interviews Have a Low Correlation to Success, I talked about the issue that most interviews do not correlate well with success."

Barry Deutsch's insight:

Many studies of hiring show that the dominant reason for hiring decisions are things like rapport, chemistry, and like-ability. None of these has any correlation to success on the job. In fact, measuring candidates with first impressions of these traits usually results in hiring errors and mistakes.

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What If Your Track Record on Hiring is 50 Percent at Best?

What If Your Track Record on Hiring is 50 Percent at Best? | Hire Top Talent | Scoop.it
What If Your Track Record on Hiring is 50 Percent at Best?
Barry Deutsch's insight:

Most executives and hiring managers have admitted to me in our workshops over the last 20 years that their personal track record on hiring people who HIT or EXCEED expectations is somewhere in the 25-33 percent range. 50 percent is what most of the studies have shown in formal surveys and research. Where does that leave us in the current state of hiring accuracy and success?

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Scary Interview Statistic - Stop Measuring How Well Someone Interviews

Scary Interview Statistic - Stop Measuring How Well Someone Interviews | Hire Top Talent | Scoop.it

"Interviewing performance (acting skills) has zero correlation to success."

Barry Deutsch's insight:

After 30 years of executive search, I am still amazed by the low to non-existent correlation between interviewing, as it is traditionally conducted by most hiring managers, and on-the-job performance. Are you measuring how well a candidate performs in the interview, or how good of an employee will they be in that job in your company?

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STUDY: Men puff up their success on LinkedIn, while women undersell themselves

STUDY: Men puff up their success on LinkedIn, while women undersell themselves | Hire Top Talent | Scoop.it
On LinkedIn, men brag far more than women do when talking about their work experience. Here's why, and why that needs to change.
Barry Deutsch's insight:

Do you buy into this article that there is a gap between how men and women portray themselves on LinkedIn? Basically, the article is suggesting that men oversell themselves and women undersell themselves. This article would lead one to believe that men have an advantage over women in the area of recognition and job search on LinkedIn = do you accept that this level of gender bias still exists today?

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Who Gets Hired and Who Doesn't

Who Gets Hired and Who Doesn't | Hire Top Talent | Scoop.it

"Here’s what I learned: deciding which candidate to hire is nearly all art, and very little science."

 

Barry Deutsch's insight:

Interesting article by Liz Ryan basically indicating that whether you get hired or not is completely random, subjective, and biased on a hiring manager's personality or experience.

 

She's not far off from the truth. Most hiring managers have never been formally trained in how to hire. Most do a random-terrible job of hiring. Most studies show that hiring is not much better than rolling dice down the felt in Las Vegas = primarily because most of the people who are doing it don't have a clue what they are doing.

 

It's not "art" as Liz Ryan indicates. It does tend more toward science - yet most people who are doing it don't know the science so they'll guessing or playing at hiring.

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The Best Hiring Managers Ask Questions About Initiative

The Best Hiring Managers Ask Questions About Initiative | Hire Top Talent | Scoop.it

"Employees with initiative hit the bulls eye all the time. Frequently, they exceed your targets and expectations."

Barry Deutsch's insight:

The top trait of success is initiative - also characterized as proactivity or discretionary effort. Very few consistently show it - yet the very best performers are constantly going above and beyond the call of duty, doing more than they were asked, anticipating, and always thinking one step ahead. How do you measure this number ONE trait of success in the interview?

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No Correlation Between Interviewing and On-The-Job Performance

No Correlation Between Interviewing and On-The-Job Performance | Hire Top Talent | Scoop.it

"In 30 years of executive search, over 1000 search projects, and interviews with over 250,000 candidates, we cannot find a single correlation that  links interviewing and job performance."

Barry Deutsch's insight:

Interviewing - as it is done by most hiring managers - has zero correlation between asking the 20 standard, stupid, inane, canned interview questions - and on the job performance. Hiring accuracy is no better than a 50/50 batting average. Why do most managers accept this horrific level of hiring success and accuracy?

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This Is NOT the Position I Accepted

This Is NOT the Position I Accepted | Hire Top Talent | Scoop.it
Why do candidates take jobs – only to realize after the fact that the role, company, culture, or hiring manager personality was misrepresented in the
Barry Deutsch's insight:

Most candidates do a terrible job figuring out what the real job is during the interview - only to be surprised after the fact that the real expectations, outcomes, metrics, and KPIs are not what was discussed in the interview. How can there be such a large gap between what the hiring manager says and the candidate perceives is the real job?

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