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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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Job Search: Reduce by Half The Time It Takes to Find a New Job

Job Search: Reduce by Half The Time It Takes to Find a New Job | Hire Top Talent | Scoop.it

"How can you reduce the length of your job search by half: Develop an Effective Job Search Plan"

Barry Deutsch's insight:

Is your job search taking too long? Over 30 years, we've noticed that most management and executive job search candidates screw up their job search, taking 2x-3x longer than necessary to find an outstanding role. One of the problems in conducting an effective job search is to have a rock solid plan in place - most job seekers approach job search on a "willy-nilly" and random basis. Cut the time it takes to find a job search at least in half.

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Ask Your Employees These Questions. They Will Thank You

Ask Your Employees These Questions. They Will Thank You | Hire Top Talent | Scoop.it

Thought provoking questions that get at purpose. Really deep ideas around the core of employee motivation, desire, passion, effort, and work satisfaction.

Barry Deutsch's insight:

One of the most significant elements of employee motivation, discretionary effort, satisfaction is "matterness". Does this job matter to me - does it align with my purpose? Secondly, does the work I do matter to others - am I effecting their life (teammates, clients, customers) in a positive manner? this article helps managers start to wrap their arms around helping members of their team grasp their purpose - whether they matter.

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Pocket: I Am Your Employee: Employee Wants and Needs to Drive Engagement

Pocket: I Am Your Employee: Employee Wants and Needs to Drive Engagement | Hire Top Talent | Scoop.it
When you find something you want to view later, put it in Pocket.
Barry Deutsch's insight:

Interesting perspective on what your employees might indicate they want if you were to ask them. Very consistent with all the studies on retention, employee engagement, and satisfaction.

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Pocket: Why Engagement Happens In Employees' Hearts, Not Their Minds

Pocket: Why Engagement Happens In Employees' Hearts, Not Their Minds | Hire Top Talent | Scoop.it
So, for any company or leader who dreams of building an exceptionally committed and productive team, I offer you my most informed advice:

"Love your people."
Barry Deutsch's insight:

I'm revising my workshop on Retention - You're the Person I Want to KEEP!  I came across an article in my archive that is pretty deep emotionally on the issue of employee engagement. I thought I would re-share it with my network. Do you love your people?

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Hiring Mistake #8 – ONLY Hire Candidates Who Can Meet Your Expectations

Hiring Mistake #8 – ONLY Hire Candidates Who Can Meet Your Expectations | Hire Top Talent | Scoop.it
Hiring Mistake #8 – ONLY Hire Candidates Who Can Meet Your Expectations
Barry Deutsch's insight:

Might it be possible that you're setting the wrong expectations of performance in the interview - and then measuring for this "wrong" criteria?

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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 #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.Click here to edit the content

Barry Deutsch's insight:

1st impressions tend to dictate the hiring decisions of most hiring managers and executives. In the vast majority of interviews, the decision to hire a candidate is primarily based on likability, rapport, and chemistry (not even the personality characteristics of the candidate - but rather their superficial acting skills). Is any wonder interviewing success is at best a 50/50 proposition?

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Leading Effectively When You Inherit a Mess

Leading Effectively When You Inherit a Mess | Hire Top Talent | Scoop.it
A 10-year longitudinal study on executive transitions that my organization conducted found that more than 50% of executives who inherit a mess fail within their first 18 months on the job. We also uncovered numerous landmines for leaders in this situation. And, with the best of intentions, my client was about to step on a number of them. When a leader inherits a mess created by others, especially when arriving as an outsider, the situation can feel fragile and knowing where to begin the long journey of change can feel precarious. Based on our research and my experience, there are six things the most effective leaders do to avoid failing in a new role.

Via Mel Riddile
Barry Deutsch's insight:

This was a good article in HBR on why so many executives fail early in taking on a new job. Where to begin is sometimes the greatest challenge. Do any of these landmines sound familiar as you stepped into your most recent role? What do you do to minimize this risk of hiring failure when asking new CEOs/executives to "fix" a mess?

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Why Your Employee Referral Program is Broken

Why Your Employee Referral Program is Broken | Hire Top Talent | Scoop.it
Learn how to design your hiring structure to maximize the underlying causes of referral benefits with social hiring or team-based hiring.
Barry Deutsch's insight:

If employee referrals are one of the top channels for quality employees why is it at the bottom of investments in hiring for most companies. This doesn't make any sense. Your best people come from referrals - yet you spend the least investment and effort around referrals. WHY?

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Empty Why Do Most Interviews Have A Low Correlation to Success?

Empty Why Do Most Interviews Have A Low Correlation to Success? | Hire Top Talent | Scoop.it

Acting in the interview does not correlate to success.

Barry Deutsch's insight:

Have you ever hired someone that said all the right things in the interview (like an actor or actress) – yet fell flat on their face after they came aboard?

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Miklos Szilagyi's curator insight, April 24, 10:01 AM
I just go one step further.... Have you met guys who are brilliant on gamification (in the old times simple training games) and they are just not there for real work? They love playing but they hate working... more common than you just think now...
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Which of These 5 Engineering Recruiting Mistakes Are You Making?

Which of These 5 Engineering Recruiting Mistakes Are You Making? | Hire Top Talent | Scoop.it
Making easily avoidable engineering recruiting mistakes can cause significant damage for no reason. Save your company from losing out on top talent.
Barry Deutsch's insight:

Common mistakes in hiring - especially my favorite soapbox issue of not defining your expectations, results, outcomes desired which is the NUMBER ONE mistake in hiring for any job!

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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"

Barry Deutsch's insight:

What happens when you like a candidate (or don't like a candidate) based on first impressions? How easy/hard do you go interviewing.

 

Some of the research in hiring indicates that a large percentage of hiring managers make decisions on candidates based on likability, rapport, and chemistry.

 

Do you find this happening to you in the interview?

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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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Stop confusing job perks with company culture

Stop confusing job perks with company culture | Hire Top Talent | Scoop.it
Company culture is playing an increasingly larger role in the job selection process. Here are four tips for creating a strong culture.
Barry Deutsch's insight:

Good article published on The Ladders Job Board. Are you confusing perks like ping-pong tables and remote flexible work schedules with company culture issues around vision, values, mission/purpose? Do you emphasize how fun your work environment is - or how it aligns with employee values and desires? Most companies do a terrible of articulating and constantly communicating their vision, values, mission/purpose.

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I Am Your Employee: Employee Wants and Needs to Drive Engagement

I Am Your Employee: Employee Wants and Needs to Drive Engagement | Hire Top Talent | Scoop.it
How well do you know your employees? Here are some insights to what employees really want to become engaged and motivated in the workplace.
Barry Deutsch's insight:

I stumbled across this leadership blog in my recent journey for outstanding content in leadership, hiring, and retention on the web. I really like the author's perspective of what employees want and need to drive engagement.

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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 #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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Hiring Mistake #7: NOT Fishing In Deep Waters for the Best Candidates

Hiring Mistake #7: NOT Fishing In Deep Waters for the Best Candidates | Hire Top Talent | Scoop.it

Most of the methods traditionally used to attract candidates bring forth candidates who are floating in the shallow end of the pond."

Barry Deutsch's insight:

Are you still accepting anyone who lands on your doorstep from posting generic job descriptions on generic job boards? This is a very small percentage of the viable candidate pool. STOP finishing for candidates in shallow waters.

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Why Your Training Is Failing... And How To Fix It

Why Your Training Is Failing... And How To Fix It | Hire Top Talent | Scoop.it

It seems outlandish to consider that the amount spent by companies on training has risen steadily over the past decade, culminating in a whopping $70.65 billion spent on training expenditures by U.S. firms in 2016 alone. Yet with all that money spent training their workforce, very few companies actually take the time to look at the actual effectiveness of their training programs.

The Association for Talent Development reported 95 percent of training was enjoyed by participants, but only 37 percent of training resulted in participants learning the material, only 13 percent reached a level where participants applied what they learned, and a mere 3 percent of training reached a level where the organization felt an impact.


Via Roger Francis
Barry Deutsch's insight:

One third of what I do is training (hiring, retention, and performance management). I do 50-60 talks a year for CEO groups and senior executive groups like YPO, EO, and Vistage. I also do the same presentation at larger management retreats, tradeshows, and conferences. In the last 20 years, I've probably trained over 25,000 CEOs and senior executives. I'm stunned to see a survey that shows only 3% of executives feel training had an impact. Either something is wrong with the training delivery or the process after the training to gain value/impact. Maybe it's a little bit of both.

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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:

There are a few key mistakes and errors that get repeated over and over. One of these is using the wrong criteria to at the core of the entire hiring process. Using inappropriate prerequisites like those found on most job descriptions leads to poor hiring success - perhaps at best it turns into a 50/50 crap shoot.

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PUT Your Candidates Under The Magnifying Glass

PUT Your Candidates Under The Magnifying Glass | Hire Top Talent | Scoop.it

Hiring Mistake #2: Failure to Peel the Onion in the Interview

Barry Deutsch's insight:

One of my favorite questions to ask CEOs and senior executives in my workshop, "You're NOT the Person I Hired", is what percentage of candidates lie, embellish, or exaggerate what they've done or think they can do for you? Rarely, do I hear anything less than 100 percent. Peeling the ONION, asking deep, probing questions, collecting examples, and doing what we call in our hiring process: Putting the Candidate Under the Magnifying Glass - will eliminate or substantially reduce lying, embellishment, and exaggeration.

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Empty titleHiring Mistake #6: Interview FAILURE - Acting Skills Don’t Correlate to On-The-Job Success

Empty titleHiring Mistake #6: Interview FAILURE - Acting Skills Don’t Correlate to On-The-Job Success | Hire Top Talent | Scoop.it

One of the greatest mistakes in hiring occurs when we observe how well someone interviews as an actor or actress - not good of an employee will they be in our unique culture.

Barry Deutsch's insight:

Stop evaluating candidates in interviews based on their acting skills. Sometimes the best actors/actresses are not the best performers. Sometimes candidates who don't "perform" well in the interview, turn out to be your best employees. As a hiring manager or executive - how do you avoid making these classic mistakes?

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Execution Is a People Problem, Not a Strategy Problem

Execution Is a People Problem, Not a Strategy Problem | Hire Top Talent | Scoop.it
A process for getting the right people aligned.
Barry Deutsch's insight:

Excellent article on why strategy fails. In over 1000 presentations, 35,000 CEOs and senior executives, and 20 years of researching the subject of why strategy execution fails, we've found that the number one issue is a lack of linking organizational goals-outcomes (strategy) with individual contribution in meaningful way that results in flawless execution. We call our methodology SOAR - it provides the missing link of translating what you're trying to accomplish as an organization to execution at the individual level. The article gave a nice 40,000 ftoot overview of the issue, but assumed executives had the skills, technique, methodology to make this leap - which we've found is not true.

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7 Biggest Hiring Mistakes Employers Make | Treeline Sales Blog

7 Biggest Hiring Mistakes Employers Make | Treeline Sales Blog | Hire Top Talent | Scoop.it
The 7 deadly sins of sales hiring and how to avoid them
Barry Deutsch's insight:

Good reminders about the main problems in hiring, specifically sales hiring. I'll zero in on one of my most important points - finding enough good people.

 

If all you are seeing is the bottom third of the candidate pool from your ineffective recruiting process, then you're doomed to fail before you meet the first candidate

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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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