Human Resources

    The primary tool that most companies use to attract professional or management candidates is classified job advertising through posting a job description on a major job board like Career Builder or Monster.   This technique stinks!   This technique works great when you really want to attract the bottom 1/3 of the candidate pool.   This technique works great when you feel like wasting 2-3 months finding a candidate, and then restarting the whole process over again.   This technique works great when you want your next important hire to be a function of luck and hope.   Stop using methods that are useless, worthless, a waste of time, and yield poor results based on luck and hope.   Instead, we recommend diversifying your search efforts into 3 main categories to attract selective candidates. Check out our blog post defining the various categories of candidates and why “selective”..

Human Resources

Over the last 15 years I’ve presented to well over 25,000 CEOs and senior executives. One of my favorite questions to ask is: Of all the hires you’ve ever made, what percentage hit or exceeded your expectations? What percentage missed missed your targets? Almost all these CEOs and Senior Executives claim that if they were hitting 50% they feel they would be doing a great job. Most readily admit they’re somewhere around 25%-33%. Amazingly, this statistic is borne out through a lot of the research that has been done studying the accuracy of interviewing. Most studies, at best, show successful hiring less than 50% of the time. Does this sound dysfunctional? Why do you except results in hiring that are basically random? We call this CRAPSHOOT hiring since the success rate is essentially equal to rolling dice on the craps table in Las Vegas. You don’t accept this level of..