“Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates.
Death by interview is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each one of us is subjected to many interviews during our lifetime. Continue Reading →
Presentation Date: May 9, 2013
Description:
Almost everyone agrees that employee referral programs routinely produce high quality hires with longer retention rates. Unfortunately, the typical corporate referral program produces less than half of its potential hires. The reasons for this underperformance can usually be traced to elements in the referral program’s design, and fortunately, most of these design flaws can be easily remedied. In times of high recruiter workload and limited budgets, it’s important for recruiting leaders to realize that modern employee referral programs have proven that they can contribute to over 50% of all hires. Reaching that 50% goal will not only increase the quality of your hires, but by leveraging your employee’s contacts and their peer-to-peer selling ability, you can free up your recruiters and recruiting resources so that they can be focused on your firm’s high impact openings.
Top performers have an incredibly high ROI
Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to.
The results of the first one focus on the output differential produced by top performers. This study published in February in Personnel Psychology which cut across several industries, revealed that the top 5 percent of the workforce at the researched firms produced 26 percent of the firm’s total output. The top-performing 5 percent produced 400 percent more than you would expect (26 percent rather than 5 percent).
That means that top performers have an incredibly high ROI because they produce more than four times more; however, they are generally paid less than 20 percent over an average worker in the same job. Continue Reading →
Practices: The return of talent agents; HR owns M&A; and hiring without degrees
Anyone who tracks advanced trends in talent management knows that many of them originated in the Silicon Valley. However, you probably also know that many of the publicized practices that start in the Silicon Valley are so unique and even outrageous (like the free Sweets Shop that is part ice cream parlor and bakery at Facebook), that no firm outside of the Valley ever copies them.
The three Silicon Valley practices that I am highlighting today probably won’t require immediate action at your firm, simply because they are so bold and outrageous that conservative talent managers will not even consider them. As a result, I am labeling them “leading edge practices that you should simply be aware of.” Continue Reading →
During the newly reinvigorated and exciting ERE conference, two attendees posed related but powerful questions to me. The first was “What advanced topics should be on the agenda of recruiting leaders at elite firms?” Or as another put it “What should Google be planning to do next in recruiting?” At least to me, future agenda items are an important topic. Because after visiting well over 100 firms, I have certainly found a dramatic difference between the agenda items that are found on 95% of the firms (cost per hire, ATS issues, req loads etc.) and the truly advanced subjects that only elite recruiting firms like Google, DaVita, Sodexo etc. would even attempt to tackle. So if you have the responsibility for setting agendas or recruiting goals, here is my list of truly advanced recruiting topics that elite leaders would find compelling but that most others would simply find to be out of their reach. If you want to be among the elite, you should select a handful for implementation. However, even if you are currently overwhelmed by your current agenda, you might still find them to be interesting reading. Continue Reading →
