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In Part 1, I explained that job skills walk around on two feet; past achievements are less important than the skills used to accomplish them; employers rent two-legged skills to do specific jobs; and headhunters produce about the same hiring quality as internal recruiters. I suggested readers Google “Principles for the validation and use of personnel selection procedures”and follow the SIOP.org... (more...)

As long as I have been in business, hiring managers have been trying to pin a magic number on job candidates in the hope it will indicate future job performance. Sometimes that number is a GPA, combined test score, or even past earnings. Now we have the Collegiate Learning Assessment (CLA+) … a test given to new college graduates and scored like the SAT. But guess what? Magic numbers are just that... (more...)

You have read all about what to ask in an interview as well as magic questions that will solve all your hiring problems. What about what not to do? Make no mistake. An interview is not an opportunity to GetToKnowYa, but rather a verbal test. It has subject matter, questions, and answers that are scored. But you need to ask yourself: just exactly what are you testing for? The ability to answer silly... (more...)

It’s a common mistake. Promote your best salesperson, gain a bad manager, and lose both. Why does this keep happening? Sales were great and his/her top performance attracted attention, but nothing prepared you for the bad manager part. Well, there are some very clear reasons. Reason 1: The Ends Don’t Justify the Means Sales are the end result of dozens of mini-activities: personal behaviors, motivations,... (more...)

Throughout the year I get many questions from readers, recruiters, HR, and vendors. In this end-of-the-year article, I’ll list a few of the most frequent ones. Q: Recruiter … My system works best. I know, because most of my placements survive the guarantee period. A: Good for you (or, for your business, at least). From my experience, only a really bad candidate will fail to survive a guarantee... (more...)

I owe the term “Riduculist” to Anderson Cooper. Every so often he discusses something so silly it defies explanation. This article deals with an email solicitation I received recently that was so ridiculous, I laughed out loud. Job Failure and Job Success My profession is studying jobs and designing tests/exercises/interviews that measure both skills and attitudes. Extensive job experience and... (more...)

In this article, an abridged version of one coming up in the Journal of Corporate Recruiting Leadership, I’ll describe how and why hiring and promoting the best people is usually undermined by seven common organizational obstacles. Briefly, it helps to think of organizations this way: you can hire and promote 100 people whom 20% are high-quality, 20% low-quality, and the rest so-so; or, you can hire... (more...)

In my last article about hiring salespeople I focused on the need to evaluate trust pre-hire. In this article, I’ll discuss the need to evaluate candidates for questioning skills, and why this skill is more effective than delivering a sales pitch. But some might be asking where I learned this stuff. Over the years, I have been a salesperson, sales manager, sales trainer, and sales assessor. In other... (more...)

John Sullivan wrote about the cost of a bad hire. Reading through the list, I thought it was extremely comprehensive … someone must have done their homework. Sure, we should plan ahead, forecast hiring trends, and develop candidate pools. This is just good business sense. But, assuming hiring managers and staffing folks are doing the best they can, that is not enough. If we do not abandon old... (more...)

Validation can get squirrelly fast. Without first conducting a legitimate job analysis and choosing a legitimate hiring test, there is no need to go any further. Everything is worthless without the first two steps. Once that is behind you, establish a strong link between a specific test score and on-the-job performance. Litigation vs. ROI Litigation threat has down-the-road implications for developing... (more...)