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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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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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She Seemed Perfect for the Job – What Went Wrong?

She Seemed Perfect for the Job – What Went Wrong? | Hire Top Talent | Scoop.it

"My partner, Brad Remillard, frequently shares the following story in our hiring workshops titled “You’re NOT the Person I Hired.” How is it possible your perfect candidate self-destructed after hiring?"

Barry Deutsch's insight:

One of the most common frustrations we hear about the hiring process is: I thought I hired the right person - they said all the right things and I liked them - but they were NOT the person I thought I hired. How does this happen to most hiring managers?

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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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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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Should I Look For Another Job?

Should I Look For Another Job? | Hire Top Talent | Scoop.it

At what point do you cross that proverbial inflection point that you feel your curve of learning, having an impact, becoming something more capable -- begins to decline?

Barry Deutsch's insight:

Most candidates wait too long to make a career move after their curve of learning, impact, and becoming something better has declined dramatically. I know it's painful to conduct a job search - but what's the alternative: stagnation, boredom, lack of career trajectory compared to your peers?

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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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