Hire With Your Head: Using Performance-Based Hiring to Build Great Teams
Hire with Your Head
Updated with new case studies and more coverage of the impact and importance of the Internet in the hiring process, this indispensable guide has shown tens of thousands of managers and human resources professionals how to find the perfect candidate for any position. Lou Adler's Performance-based Hiring is more powerful than ever!
"We have chosen Performance-based Hiring because it's a comprehensive process, it's behaviorally grounded, managers and recruiters find it easy to use, and it works."
-Marshall Utterson, Director Staffing, AIG Enterprise Services, LLC
"Everyone's looking for the perfect means to make effective hiring decisions. A trained interviewer armed with the right tools is the best solution. Performance-based Hiring is a proven methodology to get these results."
-John Ganley, Vice President and Chief Talent Officer, Quest Software
"Any staffing director that doesn't send all of their people through Performance-based Hiring training is missing out on top talent, plain and simple. This should be the standard throughout the industry."
-Dan Hilbert, Recruiting Manager, Valero Energy Corporation
"Performance-based Hiring has been the most successful recruitment tool that we have added to our organization over the past few years. In fact, these tools have not only produced amazing outcomes-in terms of selecting the best fit in an extremely tight labor market-but with a level of success among our operations customers that I have rarely seen with other HR products."
-Trudy Knoepke-Campbell, Director, Workforce Planning, HealthEast(r) Care System
candidates don’t typically have the exact mix of skills, experience, and education described in the job description. They make up for this with traits that can’t easily be filtered—potential, self-motivation, leadership, tenacity, and vision. So if a company advertises and filters totally on skills, the best are wrongly excluded from consideration. ➤ Boring job descriptions exacerbate the problem. Unless a company is an employer-of-choice, top people aren’t going to apply for run-of-the-mill jobs
where you really exceeded expectations?” 3. The MSA question for team skills: “Can you please describe a major team accomplishment you believe represents a great example of you leading, building, or working on a team?” 106 ➤ HIRE WITH YOUR HEAD 4. The MSA question for individual accomplishments: “Can you please describe a significant individual accomplishment you believe best represents one of your individual strengths?” This could involve some technical project or where the candidate used
were real and worthy of note. The difference between good answers and bad hiring decisions lies with fact-finding. The difference between good answers and bad hiring decisions lies with fact-finding. The MSA question is simple to ask. Fact-finding is what makes the answer meaningful. As an added benefit, fact-finding naturally minimizes exaggeration. There is a tendency on the part of candidates to overstate or mislead, either through outright fraud or generalizations. Fact-finding peels away
others, planning, budgeting, and meeting deadlines. While the result is a solid team, many of them lack the motivation to do the real work required. The key to hiring both competent and highly motivated people is to collect enough of the right facts. Trouble occurs when this balance is broken. ■ HIRING IS TOO IMPORTANT TO LEAVE TO CHANCE If you want to hire superior people, use a system designed to hire superior people, not one designed to fill jobs. Even with all of the new available
about the candidate. Let’s address this first. All of the information in the checklist will allow you to place the reference’s subsequent comments in context. If the reference is personal, ignore it. If you decide to use it, get great examples of exceptional, above-the-call-of-duty activities. From nonworkrelated references, determine why the candidate is special and how this relates to on-the-job performance. Volunteer work, of some sort, would apply here. This is especially useful for