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Valentine's Day can strike fear into the heart of even the most happily single person. As the hearts and flowers multiply in February, singletons might feel the urge to go looking for romance. 
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Companies and other organizations have turned to video to help with their recruiting efforts – and it’s easy to see why.
Barry Deutsch's insight:
I love this idea of creating a recruiting video that features interviews with employees, a vivid understanding of your culture and vision, and testimonials from employees why they like to work in your company. You could post this to youtube, put it up on your website, send the link to candidates, have your employees distribute it to their friends - the list of opportunities to leverage a recruiting video is long. It doesn't have to be a polished high-end production. The quality of HD video camcorders is now strong enough to create an adequate video to post right now. You can always polish it up later. Are you using video in your recruiting process? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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"Companies are hiring. Bad hiring decisions can be reduced significantly if not completely eliminated through proven best practice hiring procedures. Imagine hiring "only" top performers."
Barry Deutsch's insight:
The key thing executives need to recognize about using personality assessments is that they are NOT predictive of future performance. PERIOD! Many personality assessment firms will try to tell you how their test allows you to hire top performers. The only way to measure and predict top peformance is to conduct a performance/success-based interview. The personality assessments allow you to see what an individual's preferred style of behavior is: such as are they more task oriented or more people oriented. Do they have a high sense of urgency or a low sense of urgency? Are they more dependent or independent? Although these are important behavioral issues and are critical to making sure there is a strong match of culture, environment, and workstyle - they are not predictors of future performance. Don't be seduced on relying on a personality style assessment to base your decision of whether or not to hire a candidate. It's one tool in a multi-dimensional collection of information during the interview-evaluation process. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Barry Deutsch's insight:
The one quote that stood out to me in this article was: "consider the performance differential between your top performers, in any job, and your average performers. Numerous studies have been done that show the gap between average and mediocre performance vs. high performance (what we term top quartile performance) can be as much as 4x-10x. Imagine how attracting even slightly better candidates can dramatically affect your ability to execute your business strategies and tactics. This is where companies fail - they cannot effectively execute what needs to be done because they lack the talent required. There are tools, processes, and technology as the author of this blog post mentions that will help in the process of finding and attracting better talent. The world of recruiting has changed dramatically over the past 10-20 years. Why then do most companies treat recruiting like we're stuck in a time warp from the 1970s? The most common practice today is to post an advertisement using the job description to masquerade as the ad. The process of posting on-line is no different from the old-school approach of posting in the newspaper. We still get the same results - primarily the "cream of the crap" as one of my clients described this tribal and ineffective approach to finding and sourcing candidates. When will it stop? When will you start to leverage the tools in second decade of the 21st Century vs. those that existed from the late 20th Century? Let's end the time wrap and bring recruiting process and tactics in line with other modern business methods. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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While there are many hiring mistakes for hiring in sales roles, here are five of the most common mistakes made by hiring managers.
Barry Deutsch's insight:
The author of this article indicates that references shouldn't hold much water in your hiring process. I'd like to counter that thought - I think references are a critical component of hiring and should account for at least 24% of the decision. The problem is that as references are normally conducted, they are essentially useless. Instead, I recommend the following:
If you would like a free copy of our 8-point reference check that reverse engineers the interview process with the candidate, feel free to email me or shoot me a note through our website contact form, and I'll send you a complimentary copy of the template for which over 10,000 CEOs and senior executives are using around the world to make better hiring decisions. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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"Are candidates shoveling a load of lies, embellishment, and exaggeration at you?"
Barry Deutsch's insight:
From the archive of our popular Hire and Retain Top Talent Blog: One of the biggest frustrations among hiring managers and executives is: HOW do I eliminate candidate embellishment, exaggeration, and lies? How do I NOT fall victim to "You're NOT the Person I Hired?" Our blog article identifies the key tactics you can use during an interview to eliminate candidate interview embellishment, exaggeration, and lies - getting to the TRUTH in every single response! Don't take my word for it - join over 10,000 CEOs and Senior Executives around the world who have used these simple tactics to dramatically improve their hiring accuracy. Try it and be stunned at the how quickly you can get to the absolute truth in candidate responses to your questions. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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MEASURE twice, cut once is a term often used by carpenters and tailors when measuring material for a specific purpose. The point is to be very careful and judicious when measuring to avoid nasty outcomes once the wood or material has been cut.
Barry Deutsch's insight:
Pauline Ng makes a couple of points in her article that I must counter. She infers that hiring mangers are too picky, and when talent is scarce they should consider: "Tailor the job to fit a good talent, or give the person another role to allow time for the individual to grow into the intended position." This strategy might work great in a large bureaucratic company which can bury new employees and have the luxury of not expecting significant results. Unfortunately, in small businesses, middle market companies, and entrepreneurial companies, there is no luxury. Finding candidates who canot deliver immediate results is a disaster. Lowering your standards, making hiring mistakes, not finding those capable of delivering on your business objectives is unacceptable. Why then do so many executives and managers lower their standards, pick sub-par candidates, and dummy down the job expectations just to get the position filled. I'll contend one of the major reasons is a lack of discipline and effort around fishing deeply in the right ponds. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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One of the most-read stories on Forbes.com in December was a piece called 10 Reasons Your Top Talent Will Leave You by Forbes Leadership contributor Mike Myatt. A corporate consultant and author of Leadership Matters .
Barry Deutsch's insight:
I hate to disagree with a well-known business publication; however, the author of this article is absolutely mistaken why top talent will not leave a company. It has nothing to do with risk, demographics, the economy or health care benefits. Some employees might care deeply about these issues, but top talent couldn't give a darn. I'll focus on professionals, managers, and executives. There are two primary reasons, employees seek greener pastures. 1. They no longer feel they are learning at a significant pace, they are not having a substantial impact on the group, department, function, or business. And they are not becoming something better in skills, capability, and knowledge for the time they have spent in their current role. We call this the LIB curve (learning, impact, and becoming). It's pretty much a rephrasing of what Maslow called self-actualization. When this curve plateaus and begins to decline top talent desperately attempts to find the exit door. Salary, benefits, the economy, and other temporary issues DO NOT set top talent back from realizing their dreams. The problem is that most talented employees ALWAYS have plenty of options. They get calls all the time from recruiters, regardless of what's going on in the economy. 2. Many executives and managers are terrible at the skill of managing, developing, encouraging, and engaging their teams. Unfortunately, very few companies put any emphasis on this issue as a element of recognition, bonus, or training. Many employees seek greener pastures because they think their boss is an idiot. Until companies invest in training those in a managerial capacity how to be great at managing, this will always be an issue of why your employees constantly have one foot out the door. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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What is a behavioral interview? Developed three decades ago by industrial psychologists, behavioral (also known as competency based) interviews have rapidly grown in popularity and most organizations now use them to some extent.
Barry Deutsch's insight:
A good article on the fundamentals of a behavioral interview - essentially a series of questions to get at past performance. We actually take this concept of behavioral interviewing and "turbo-charge" it by not just looking a generic traits, competencies, and behaviors, but rather focusing on how a candidate's past performance relates to the performance you need delivered in the role. We call this process a Success-Factor Methodology, starting with defining the outcomes desired and leading to specific questions to validate and verify the candidate is likely to achieve those defined results. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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In order to be on the forefront of hiring your company culture and hiring process must be at its strongest. Learn how to be among the next 27% hiring.
Barry Deutsch's insight:
The author Heather Huhman, recommends using niche job boards in her recommendation to find candidates. The only reason I recommend job boards is that: A. It's very cheap to post an advertisement ($200-$400) B. Sometimes even a blind squirrel gets a nut. Over the last 2 years, the vast majority of small and entrepreneurial businesses for whom I do executive search ($10-$50 million), have found job boards to be essentially a complete waste of time. The quality is extremely low, the sorting process is cumbersome. Better to invest in networking and social media, than rely on outdated techniques like posting a job description on a job board. I would hazard a guess that less than 10% of all jobs at a professional level are being filled through job boards. The swing in recruiting appears to be in networking - both online and offline. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Barry Deutsch's insight:
Although the article is aimed at church hiring, there was one mistake the author mentioned that caught my eye: Wait until it’s urgent to hire. People tend to procrastinate, particularly in hiring. What ought to be an important-but-not-urgent hire is often put off until it becomes urgent. Start looking for people before you need them. Over the last 25 plus years in my executive search practice, this has to rank up there as one of the big mistakes that get made. I find many companies wait to hire until they are desperate, and then they expect a miracle to happen and the best candidate to drop into their lap instantly. Starting to search for a key role that you know you'll have to fill in the next 6 months should mean you start today, not in 5 and half months. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Barry Deutsch's insight:
A decent list of mistakes most commonly made when hiring sales professionals. One classic mistake I see that gets made in hiring sales professionals is: 6. Place minimal value on prior contacts and rolodex. The rolodex runs out after about two weeks. After that it’s all about prospecting and hard work. Don’t ever overlook a lack of experience or cultural fit because you feel the rep has a rolodex of clients they claim they’ll bring with them (they’re probably exaggerating anyway. Do you find yourself making the same mistakes over and over again when trying to hire sales professionals? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Companies not innovating in talent management and not practicing talent arbitration are most likely to die. Tips how to take advantage of talent arbitrage.
Barry Deutsch's insight:
Apollo raises a good point about hiring candidates with potential and "mentoring" them up. This works if you've got a CEO and executive management team that buy into that concept. I use a basketball metaphor from my experience of coaching HS girls basketball. Some kids may not have the talent and skills required in a specific game/match-up, so what good coaches do (wink) is they coach the player up by mentoring and guiding that specific person so that they can be successful. In our country, mentoring and guidance of new employees appears to be the exception to the rule. Everyone wants someone who "can hit the ground running". Until we "break" this tribal paradigm of we can only hire people who have done the job before, we'll continue to see talent shortages. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Here's how to hire the wrong person every time -- guaranteed. You only recruit when have an immediate need, so you don’t have a list of pre-screened candidates to call.
Barry Deutsch's insight:
Not a bad list of typical hiring mistakes that get made over and over in most companies. Maybe not as strong as our top ten list of hiring mistakes (grin). The issue is that numerous common mistakes occur over and over in the hiring process. Usually, it's because there is no real "process" for hiring - every manager does their own "thing." OR there is no training to teach managers the best practices of hiring good employees, leaving everyone to use their own personal life experiences as a benchmark for what they do in hiring. Some do it well and others fail miserably at it. Is it any wonder that studies show hiring fails over 50% of the time in most companies where the candidate hired fails to achieve the desired expectations within 12 months of being hired? What are you doing to improve hiring accuracy in your company and eliminate the most common hiring manager mistakes? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Barry Deutsch's insight:
In over 25 years of executive search, I'm not sure I have ever seen a company try to grow and succeed by firing people as a conscious strategy. The opposite is true: Many companies fail to achieve their potential, and fail to execute on their strategy because of hiring failures. These failures are allowed to stay in place way too long. They drag everyone else into their cesspool while their boss keeps playing the game of "let's give it another 30 days." Until companies raise the bar on their hiring process by defining success for key roles, fishing in deep waters for the best talent, and making sure everyone involved in hiring is trained, hiring mistakes will continue to muliply, bad hires will be made, and strategies will fail due to weak individuals incapable of the required execution. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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A few months ago, Auberge Resorts, a small collection of luxury resorts and spas, posed a challenge to some enterprising college students: How could the company boost energy efficiency at its...
Barry Deutsch's insight:
I've always recommended our clients conduct a homework assignment to test the candidate's ability around a problem or issue that will be presented to them after they are hired. I love case studies, examples, and situational interviewing. Here's the caveat - it must reflect reality. Creating contests, sponsoring projects, and asking questions that have nothing to do with what the candidate will do within their first year of hiring is an exercise in futility. It's just plain stupid. The Forbes article infers through quoting a series of citations that interviewing as it is done by most companies is basically flawed and ineffective - especially around hiring newly minted college students. I'll take this a step further. The interview process used in most companies for all levels of positions is completely flawed and is predictated on luck and hope in the vast majority of situations. Hiring candidates who can achieve your expecations in the first year of employment and do so with a set of behaviors and style consistent with your values and culture is bordering on an impossible task for most companies. My recommendation is to improve the core hiring process, starting with more effective interview training for hiring managers. Stop trying to look for cute, sexy, new-fangled tools like the one mentioned in this article, and let's return to solid, fundamental approaches that allow us to predict with a high degree of accuracy future performance and cultural fit. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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As daunting as being interviewed is, the hiring process can be quite an intimidating experience for the interviewer as well. For the interviewee, there are only two possible outcomes, either you get the job or you don’t.
Barry Deutsch's insight:
The cost of a bad hire is staggering. There is no amount of money that you can attribute to the collateral damage a bad hire makes. The author of this article states: "Everyone in the office suffers when they have to cover for a co-worker who can’t, or won’t, do their job properly. Dedicated and competent workers become distracted and disillusioned by an incompetent worker that causes havoc by making mistakes, falling behind, and draining the managers time and focus." And yet it seems like we continually repeat the cycle of making bad hires. I'll contend that there a core series of hiring mistakes most hiring managers and executives make over and over again. Most of them are very basic, common sense errors. You'll continue to make hiring mistakes until you accept and recognize the most common errors and put process in place to force you to be disciplined NOT to make these errors in the hiring process. When do you plan on fixing your most common hiring errors and mistakes? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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When pay and performance become disconnected, the root cause of the problem can often be traced to front-line managers.
Barry Deutsch's insight:
Here is an interesting article quoting Laura Sejen of Towers Watson, a large HR consulting firm, in one section talking about improving performance management, execution, and laying a significant portion of the blame for missed performance at the feet of front line managers. She then mixes in the concept that pay should reflect performance. Let's leave pay out of the equation for a moment. The real problem is at the beginning with defining what performance is expected! In another section she talks about the need to define "competencies" - another fancy word for skills and knowledge. This is where the gap in hiring and performance management takes place. Competencies have nothing to do with execution. Just because an individual has a set of competencies - it does not translate into the execution of outcomes. That statement has to represent one of the greatest myths of compensation and performance management ever made. Setting results-based, quantifiable, and time-based outcomes linked back to departmental objectives and goals is the greatest tool to improve performance management and raise hiring accuracy. Not defining these outcomes (vs. competencies, skills, and knowledge) is the primary reason hiring fails and performance management suffers. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Selecting and hiring the perfect employee is a difficult task, but if done right, it is one of the most important moves you can make for your business
Barry Deutsch's insight:
One of the key points that struck me in this article was the comment: "Pressure to Hire Sometimes that pressure can be very intense - your boss is on your back all the time, your subordinates are screaming for relief, you're doing part of the job, customers are beginning to complain, your department is dropping the ball, and you've got no light at the end of the tunnel in terms of finding better candidates. Most executives and managers at this point will throw out all rational thinking and take the next person to walk through the door with a heartbeat. Layer this element of desperation hiring onto first impressions, a lack of fully understanding the role, interviewing bias and emotions - you've got a dangerous cocktail for a high probability that your next hire will FAIL. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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From
tech
Startup CEOs often say the number-one thing that makes their company successful is a tight-knit team–one that’s able to collaborate and continually improve the business.
Barry Deutsch's insight:
I'm not sure I would focus on just start-ups as this author does in the article. Many of her points are applicable to a broad range of companies. Two of the key points Heather makes in this article are: 1. Don't Rely only on Job Boards (A major point of failure in the hiring process for most companies). 2. Not Networking - a skill that very few recruiters, HR professionals, and hiring managers have any training or deep knowledge. Networking and referrals through your networks should be the primary source of candidates - exceeding 50%. One of the greatest frustrations I hear in my workshops with CEOs and senior executives is a frustration around not being able to find better talent. When all you're doing is posting a job description to a job board, except to see the bottom third of the candidate pool. If all you're seeing is the bottom third, you're doomed to fail before you start. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Does a person's looks have any true bearing on how well they'll do the job. Or are you letting your prejudices get the better of you?
Barry Deutsch's insight:
Interesting article on the Monster Canadian site debating the legality and ethics of choosing candidates based on their looks. I'll content the legal issues are secondary. The vast majority of candidates choose based on first impressions, rapport, and chemistry. Attractiveness, weight, clothing style, shined shoes, trimmed fingernails, a good haircut, lack of facial hair, nose rings all play a roll in the traditional interviewing process conducting by most hiring managers. The vast majority of hiring managers allow their bias and emotions to control their decision making during the interview process. This is one of the top ten mistakes hiring managers make in hiring - one which leads to a significant failure rate of hiring the wrong candidate. What techniques, tactics, tools does your company use to force hiring managers to remain objective and rational during the hiring process? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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So many startups and so many tech companies are hiring and searching for talent right now that diving into the hiring pool might seem a surefire way to break your neck.
Barry Deutsch's insight:
Outstanding infographic on finding and keeping great employees. How many of these elements do you implement and execute against effectively in your recruiting, hiring, and retention programs? My favorite quote in the infographic: "Organizations with reward and talent management programs that support business goals are more than twice as likely to be among high-performing companies". Why? The attract and keep talent much better than their competitors! Unfortunately, very few companies have great talent acquisition and talent retention programs that are structured, formal, and systematic to find and keep great employees. Most companies still operate in a 1970s mentality of let's find candidates aggressively looking for a job and you should be thankful to even have a job with us. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Don't risk a bad hire. Find the right talent with a thorough screening and interview process.
Barry Deutsch's insight:
One of my favorite quotes from this article was: “In a world where 80 percent of the information listed on a candidate’s resume is embellished, and only 10 percent of employers train their hiring managers to interview..." I think the author was being far too kind to most companies. Having presented to over 30,000 CEOs and Senior Executives in the last 15-20 years with our popular "You're NOT the Person I Hired Workshop", the vast majority (over 90%) of CEOs and Executives feel that 100% of candidates embellish their resumes and interview answers. Layered on top of the concern about lies, embellishment, and exaggeration, less than 1% of all companies I've come across in almost 30 years of executive search actually do a good job of teaching their hiring managers HOW TO conduct an effective interview. Merge these two statistics together and it's no wonder that over 50% of all executive and managerial hires FAIL to achieve the desired outcomes, objectives, and results in their first year on the job. What are you doing to train your hiring managers? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Your company is only as good as its employees, which is why recruiting top-notch talent is always imperative. Sometimes, that top talent works for the competitor and that's where poaching comes in.
Barry Deutsch's insight:
Poaching is such a wrong word to use. It conveys something slimy, underhanded, and unethical. Recruiting top talent from competitors is not poaching. The candidates who leave your competitors already have made the conscious decision to leave their present company. There is no such thing as the "perfect job" or so much money that it sways candidates. The underlying reasons of why candidates leave jobs are lack of opportunity for an impact, horrible boss, or the company growth and culture. Just because you came knocking, it didn't convince the candidate to suddenly consider leaving - those feelings were brewing long before you made the phone call. The key to recruiting from competitors is finding those candidates who have made the conscious decision that they would leave their present company. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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Scoop.it!
Top Five Ways to Keep Your Top Talent - It's critical now, more than ever, to focus on ways to keep your top talent for the long term.
Barry Deutsch's insight:
Very few employers have structured employee retention programs. When the job market starts to heat up again, your best performers will start to seek greener pastures. If you want to keep your best talent, one proven strategy is to implement a series of programs that focus on employee engagement, satisfaction. Here's a scary statistic from the article: Did you know that more than 70 percent of employees don’t feel valued by their employers? What retention programs do you have in place? How are you planning on keeping your best employees from jumping ship? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog
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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
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Time for a good laugh - although as in many jokes - this one comes a little too close to the truth.
I've never personally speed-dated, but I've heard enough about it from others. There are some striking similarities. The overwhelming syndrome of first impressions, the short time alloted to get to know someone, the verbal "dance" that occurs between two strangers, the canned questions and canned answers, and so on.
Do you think it's fair to draw a comparison between speed dating and the traditional job interview?
Barry Deutsch
IMPACT Hiring Solutions HIRE and RETAIN Top Talent
http://www.impacthiringsolutions.com/blog
Do you have a FREE Copy of our best selling e-book on how to hiring and retaining top talent?
http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version
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
http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about