In the Part 1 of this article series, I described the high failure rate of most new-hire processes and provided some basic tips on how to improve the assessment process during the interview. In Part 2, I will highlight some more advanced approaches that managers and recruiters can use to improve the …

No process that involves humans produces perfect results. Even hospitals, with all the quality control systems they implement, still have a measurable failure rate. So it’s no surprise that the traditional selection process that most managers use for selecting and assessing which candidates to hire is no exception. What is …

According to Jerry Seinfeld, 95% of the population is “undatable.” Even after months and years of “assessment,” nearly 50% of the marriages in California end in divorce. But at most firms, 100% of new hires are assumed to be good hires! Recruiting is at best a hit-or-miss operation. Even the …

If you have been involved with recruiting for more than six months, then you have probably experienced a wide variety of “dumb” things those connected to the process do with regard to screening candidates. From hiring managers who insist upon basing their judgment of candidates’ abilities on the quality of …

If you wanted to hire a great “Santa Claus” (or any other customer service person), would you wait until November 15th and then run an ad? Or would you instead use a more advanced approach? Would you… Expect that if you hired the top Santa, they would generate as much …

Great recruiters realize that there are individuals who act like “magnets”?meaning that if you attract these people to your firm, others will quickly follow them. Mentors are the second strongest “magnets” (after best friend and spouse) in recruiting. Mentors Are Great Magnets We all have people that mentored us and gave us …

Most employment selection systems are so bad that if you submitted the resumes of your own firm’s top performers, they probably wouldn’t get re-hired. It’s not as unusual as you might think. Most selection systems fail to track their own effectiveness. Now before you get nervous, be aware that checking …

Most employment selection systems are so bad that if you submitted the resumes of your own firm’s top performers, they probably wouldn’t get re-hired. It’s not as unusual as you might think. Most selection systems fail to track their own effectiveness. Now before you get nervous, be aware that checking …

It is interesting that a large majority of all U.S. firms use reference checks as a final screen for their applicants. However, few have any data to prove that applicants who get high scores from references outperform those applicants who get lower scores. Reference checks, may actually screen out bold …

In a tight labor market, firms can gain a tremendous competitive advantage by breaking the old rules and acting differently from the average firm. Unfortunately it’s often quite difficult to get conservative HR departments to realize that the recruiting game has changed forever. And if you are going to get …