This article addresses five questions raised in response to Part 1 of this series published last week. It addresses the best ways to assess candidate performance pre-hire and when to use references. Question 1 — What are the most accurate indicators of past, current and future performance? Finding accurate real world predictors …
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What’s Wrong With Reference Checks (Part 1)
Employment reference checking and background screening should win recognition as the weakest of all corporate HR processes. A validity meta-analysis study conducted by Aamodt & Williams in 2005 found that the corrected validity coefficient for reference recommendations and actual job performance was a staggeringly low .29. Despite the facts, 96% of …
Read More »The Best Firms to Build a Career in Talent Management
There are many lists that highlight great places to work. Fortune Magazine’s “100 Best Companies to Work For” andBusinessWeek’s “Best Places to Launch a Career” are two of the most compelling for general jobseekers. However, I have never come across a credible list designed specifically for those early in their career in the …
Read More »[Webinar] Making Your Employee Referral Program Proactive
Proactive referrals are targeted to increase the probability of hiring the right people because your employees have: The right job title.The ability to sell.Their network.
Read More »Knowing Versus Thinking: Your Employee Referral Program Isn’t as Good as You Think
Over the past six weeks, we have attended eight large conferences that focus on or relate to talent acquisition. On the agenda in all but one were sessions dealing withemployee referral best practices (and Master Burnett and Gerry Crispin will be leading a discussion of referrals at ERE’s March 23-25 conference …
Read More »Talent Management Lessons and Strategies From the World Series
The World Series is over and the San Francisco Giants won. Whether you are happy or upset with the outcome, you should analyze what it took for them to win and determine what talent management lessons can be learned. Major league baseball has always been a leader in measuring employee …
Read More »Evaluating HR Through a CEO’s Eyes
Most HR measurements miss the boat! Many HR departments say they are a “business partner,” but few can provide any real evidence that they are having a strategic business impact. After years of studying CEO expectations of HR I’ve compiled a list of the kind of questions CEO’s might want …
Read More »Agile Talent Management Is Required During Turbulent Times
Many corporate practitioners and HR consultants talk about being more strategic, but then turn around and focus on incremental improvements to strategies, models and practices decades old. When most, if not all, of the practices that form the foundation of the typical HR function today were conceived, times were different. …
Read More »Authenticity: Do You Really Think Applicants Believe That Crap on Your Corporate Site?
You may think that the title of this article is a little unprofessional because it includes the word “crap.” If you think an alternate title like “increasing the readability of corporate messaging” would be more appropriate, you probably don’t fully buy into the concept of “authenticity.” Allowing frank language on …
Read More »Measuring Performance Across Your Total Workforce
Quality of hire is always a subject of much debate. Some argue that most of the measures in use actually measure the quality of the hiring process versus the quality of the actual hires made. We agree that some of these hire-quality measures are more process oriented, but one thing …
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