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The easiest way to calculate quality of hire | Hire by Google

The easiest way to calculate quality of hire | Hire by Google | Hire Top Talent | Scoop.it
Quality of hire is one of the most important, but misunderstood recruiting metrics, we’ll show you how to use it properly.
Barry Deutschs insight:

I am a huge proponent of metrics and KPIs. I like the idea of measuring quality of hire. However, everyone gets all tangled up in how to measure it.

 

Here is my recommendation: Take your SUCCESS FACTORS (assuming you did these before the hire), and then measure the person's delivery on those outcomes, expectations, results, performance, metrics, and KPIs at 90 days and 6 months. Did they hit them, exceed them, or miss them.

 

I would define quality of hire as a candidate who hits or exceeds your specific quantifiable outcomes at the 90 day or 6 month timeframe with a set of behaviors and style that is consistent with your organizational culture and values.

 

Over 50% of newly hired employees fail to meet this expectation. Most hiring managers don't make a signficant change by firing the person, putting a PIP together, or having a deep developmental program to improve performance or behavior. They just accept partially competent people, or take those elements off the plate that the employee can't do - and the manager does it by allowing the monkey to be transferred onto their back. Doesn't that sound dysfunctional?

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Why You Should Hire For Potential To Secure Top Talent | Social Hire

Why You Should Hire For Potential To Secure Top Talent | Social Hire | Hire Top Talent | Scoop.it
How do you ensure you don’t make a mistake when hiring your next employee? By focusing on potential, not experience....
Barry Deutschs insight:

I do not lean toward measuring potential or behaviorial interviewing 101 that past performance is the best indicator of future performance. Many mistakes in hiring occur when we put too much emphasis on one area.

 

A better approach might be a blended tactic that includes 50% of interviewing to validate the ability to meet the job expectations (that's assuming you've defined those expections - which most managers DO NOT), AND whether they have the motivation, grit, drive/self-motivition and intellectual curiousity to have the potential to grow into something greater.

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The easiest way to calculate quality of hire | Hire by Google

The easiest way to calculate quality of hire | Hire by Google | Hire Top Talent | Scoop.it
Quality of hire is one of the most important, but misunderstood recruiting metrics, we’ll show you how to use it properly.
Barry Deutschs insight:

I am a huge proponent of metrics and KPIs. I like the idea of measuring quality of hire. However, everyone gets all tangled up in how to measure it.

 

Here is my recommendation: Take your SUCCESS FACTORS (assuming you did these before the hire), and then measure the person's delivery on those outcomes, expectations, results, performance, metrics, and KPIs at 90 days and 6 months. Did they hit them, exceed them, or miss them.

 

I would define quality of hire as a candidate who hits or exceeds your specific quantifiable outcomes at the 90 day or 6 month timeframe with a set of behaviors and style that is consistent with your organizational culture and values.

 

Over 50% of newly hired employees fail to meet this expectation. Most hiring managers don't make a signficant change by firing the person, putting a PIP together, or having a deep developmental program to improve performance or behavior. They just accept partially competent people, or take those elements off the plate that the employee can't do - and the manager does it by allowing the monkey to be transferred onto their back. Doesn't that sound dysfunctional?

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How Continuous Learning Makes You a Better Leader

How Continuous Learning Makes You a Better Leader | Hire Top Talent | Scoop.it
Leaders with a thirst for knowledge are the ones that gain an advantage over their peers and competitors. Here’s why.

Via Stefano Principato, massimo facchinetti
Barry Deutschs insight:

One of the most powerful interview techniques for measuring success people is to probe for the ability to continuously learn and adapt it to their job and expectations. Do you probe for deep and continuous learning from the professionals and managers you're looking to hire?

Odiot christophe's curator insight, June 30, 9:01 AM
Vraiment intéressant à lire 
Rescooped by Barry Deutsch from All About LinkedIn to Grow your Business: Social Selling, Digital Selling, Lead Generation, Professional Branding
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According to LinkedIn: 94% of employees would stay at a company for this one reason

According to LinkedIn: 94% of employees would stay at a company for this one reason | Hire Top Talent | Scoop.it
In 2018, workers quit at the highest rates since 2001, and experts predict that the trend will continue into 2019. But according to LinkedIn's 2019 Workforce Learning Report, 94 percent of employees say that they would stay at a company longer if it simply invested in helping them learn.

Via Anita Windisman
Barry Deutschs insight:

Helping people to learn is a powerful tool in your kit for employee engagement and retention. As the study points out it could make the difference in retaining good people - why do most employers have a weak training and development program for their employees?

 

Are they worried if they train - then their employees will take the training and go elsewhere - thus a waste of training dollars?

 

Nothing could be further from the truth - training keeps people engaged - it doesn't repel them.

Anita Windisman's curator insight, February 28, 2019 9:28 AM

Employee loyalty is so much more than a paycheque! 

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Two Big Mistakes Hiring Managers Make During the Interview

Two Big Mistakes Hiring Managers Make During the Interview | Hire Top Talent | Scoop.it
There is a huge amount of content out there that focuses on mistakes that job candidates make when they interview. but hiring managers do too
Barry Deutschs insight:

The interview, when conducted with focused structured questions that correlate to job expectations, can be a very reliable predictor of future success. Unfortunately, most hiring managers don't define the expectations so the interview questions are in doubt. Secondly, the biggest mistake is that most hiring managers have never been trained how to conduct an accurate interview - so they are just winging it based on their life experiences. No wonder, the studies show that interview accuracy is basically as effective as rolling dice.

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The Scariest Thing about Introverts

The Scariest Thing about Introverts | Hire Top Talent | Scoop.it
Introverts drive extroverts crazy. Or should I say, extroverts drive introverts crazy? “... 65% of senior corporate executives viewed introversion as a barrier to leadership...” (HBR) The blank stare: The scariest thing about an introvert is the blank stare that comes over their face when they’re thinking. It looks like displeasure, dislike, even disdain, to…
Barry Deutschs insight:

This article triggered my thinking again of why introverts have so much trouble "winning" a job interview. I wrote an article a number of years ago titled "Why Introverts Are Doomed to Fail in the Interview".

 

Most hiring managers have a preconceived notion that the best candidates exhibit traits of extroversion in the interview - outgoing, warm, talkative, able to answer silly questions on the spot, or get deeply introspective and personal very quickly.

 

My experience with over 30 years of executive search and hiring coaching/consulting is that introversion or extroversion is not indicative of performance and success. I think many executives make wrong biased assumptions about introverts. So, now the question is how do introverts overcome this natural bias of most hiring managers - particularly in an interview format.

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Hiring Frustration #3: Lies and Exaggeration

Hiring Frustration #3: Lies and Exaggeration | Hire Top Talent | Scoop.it

"Lies, Embellishment, and Exaggeration. How many mistakes have you made in hiring candidates whom you lied, embellished, or exaggerated?"

Barry Deutschs insight:

One of the greatest frustrations in hiring is having candidates lie convincingly, or exaggerating-embellishing what they've done. Most CEOs and Executives believe that at least 100 percent of candidates fake it in the interview. How do you overcome this tendency to misrepresent and get to the TRUTH?

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Hiring Frustration #1: What Am I Measuring?

Hiring Frustration #1: What Am I Measuring? | Hire Top Talent | Scoop.it

No one can agree on who to hire because there is NO alignment on what success looks like for a position. Hiring is very simple and easy once we all agree on a common definition of success.

Barry Deutschs insight:

The number ONE frustration I've heard over 2 decades is around the idea of what are we measuring in people - how do we know we're hiring a winner vs. falling victim to "You're NOT the Person I Hired".

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5 Questions That Identify Top Talent | LinkedIn

5 Questions That Identify Top Talent | LinkedIn | Hire Top Talent | Scoop.it
Barry Deutschs 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 Deutschs 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 Deutschs 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 Deutschs 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 Deutschs 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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Hiring a Productive Salesperson Can be Hard

Hiring a Productive Salesperson Can be Hard | Hire Top Talent | Scoop.it
Although the current unemployment rate has spiked up in many areas, hiring a productive salesperson can still be a huge challenge.
Barry Deutschs insight:

One of the hardest roles to hire for is a sales professional. They've all been through Tony Robbins Fire Walk over the hot coals. They've all read Tony's book Unlimited Power and mastered the concepts of NLP to seduce you and lull you into abdicating interviewing.

 

As the article indicates, you fall in love, and end up hiring sales professionals who are only partially competent. The biggest mistake is that you think you're hiring a hunter, and in reality they turn out to be glorified order takers.

 

The article talks about falling in love - making a first impression and then validating that first impression through the rest of the interview. This is why hiring for traditional roles fails 50% of the time, and for sale hiring it fails 80 percent of the time.

 

In my current webinars I am doing for Vistage Groups on an Inerviewing Refresher for an hour, the two recommendations I make to reduce/minimize the syndrome of first impressions and falling in love is to first conduct a success-based phone interview for 20 minutes, and secondly, to write your interview questions down before the interview starts. Using these two tactics, you'll be amazed at how much more rational and objective you are in hiring sales professionals.

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“I Googled a Candidate. Here’s Why.”

“I Googled a Candidate. Here’s Why.” | Hire Top Talent | Scoop.it
Google. A website, turned verb. The way we learn just about everything now (just Google it). A giant time-waster. Yet also, a treasure trove of information.  As recruiters, hiring managers, and people professionals, we tend to rely on Google for solutions to our day-to-day activities.
Barry Deutschs insight:

I disagree with the author of this article - every candidate should be Googled. it's amazing what comes back as public knowledge that gets indexed. Better safe than sorry. It's just one of numerous triangulation points to validate, verify, and vet the candidate.

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8 Ways To Develop Resilience and Fall Up

8 Ways To Develop Resilience and Fall Up | Hire Top Talent | Scoop.it
You are probably quite adept at resilience in most parts of your life, this article discusses 8 ways you can develop resilience
Barry Deutschs insight:

Interesting article on developing resilience as a life success trait. I am fascinated by this concept as High School Girls Basketball Coach and executive recruiter. At the high school, level I hope my coaching instills an understanding in teens how to overcome adversity, set-backs, failures, bad days, and mistakes.

 

As an executive recruiter, I look for executives who have been tested, knocked off the horse and gotten back up on it, who have had some set-backs, and are self-aware about their resilience.

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CEO Confidence Bounces Back In February After Plunging In Late 2018

CEO Confidence Bounces Back In February After Plunging In Late 2018 | Hire Top Talent | Scoop.it
CEO confidence has bounced back stemming from robust economic conditions, solid consumer demand, strong earnings, and easy access to capital.
Barry Deutschs insight:

CEO Confidence Index shows 28% of CEOs worried about finding enough talent. From my seat it looks like 100%.

 

Is finding and attracting enough talent a concern for you? I've got clients in every part of the country in every imaginable business - and it's the same story whether you're in towing, movie theaters, construction, restaurants - you name the industry - and I can guarantee everyone is scratching their head how to find more qualified applicants.

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Can We Really Test People for Potential?

People are complex. We need a more nuanced approach to predicting job performance.
Barry Deutschs insight:

Very good research article in the MIT review.

 

My experience over 30 years of hiring and performance management consulting, and over 1000 executive search projects is that there is NO test that is predicative of future performance.

The intellectual tests do not predict future performance. They simply give you a perspective on raw intelligence – the ability to logically and rationally process information.

 

The personality assessments do not predict performance – they simply give you insight into a person’s preferred behavior/communication style in a work setting. Most of the tests are easily manipulated by the candidate into answering questions or checking words that the hiring manager wants to hear – not the real candidate.

 

Both of these are still useful tools and insights even with their flaws.

 

However, the ONLY way to predict future performance is to conduct a performance or success based structured interview that correlates with the outcomes desired in the role. Adding role plays, homework, and working/practical sessions/real case studies – along with deep and intrusive reference checking can boost interview accuracy from what most of the studies show is basically a 50/50 success rate into the 80-90 percent range.

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Hiring Frustration #4: NO Rigorous Process

Hiring Frustration #4: NO Rigorous Process | Hire Top Talent | Scoop.it

"When you don't have a process, random results occur. Sometimes you hit the bulls eye, sometimes you don't". Is it worth taking the risk of missing targets, outcomes and results by letting managers do whatever they want in the hiring process?"

Barry Deutschs insight:

A lack of a good rigorous hiring process results in outcomes that are comparable to rolling dice in Las Vegas - crapshoot hiring. Are you willing to bet your company on average and mediocre processes around talent?

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Do You Fish In Shallow Waters for the Best Candidates?

Do You Fish In Shallow Waters for the Best Candidates? | Hire Top Talent | Scoop.it

"If you want the very best candidates you have to fish in the right spot, and fish deeply for them."

Barry Deutschs insight:

The number one frustration I hear as a do 60-70 talks a year to CEO groups is "we can't find enough good people. There's a reason for this - you're going about it all wrong. Your old, tired, traditional, and tribal techniques are now bringing the bottom 1/3 of the candidate pool to your doorstep.

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8 Common Frustrations in Hiring

8 Common Frustrations in Hiring | Hire Top Talent | Scoop.it

What are the frustrations that drive your crazy about how hiring is done in your organization?

Barry Deutschs insight:

Over 20 years, 1000 presentations to CEO and Executive Groups, I've discovered that there are some common frustrations that drive hiring managers crazy.

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8 Common Frustrations in Hiring | LinkedIn

8 Common Frustrations in Hiring | LinkedIn | Hire Top Talent | Scoop.it
Barry Deutschs 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 Deutschs 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 Deutschs 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 Deutschs 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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