Hire With Your Head - Using Performance-Based Hiring to Build Outstanding Diverse Teams

Discover the secrets of one of the world's leading talent acquisition experts
 
In the newly revised Fourth Edition of Hire With Your Head: Using Performance-Based Hiring to Build Great Teams, influential recruiting and hiring expert Lou Adler delivers a practical guide to consistently identifying and hiring the best people and scaling that process throughout your company.
 
This book will help you address your hiring and recruitment issues, not just by making you more efficient, but also by reforming your entire process to align with how top talent actually look for new jobs, compare offers, and select opportunities.
 
You'll discover:
* Discover what it takes to ensure more Win-Win Hiring outcomes by hiring for the anniversary date rather than the start date
* How to use a "High Tech, High Touch" approach to raise the talent bar
* Expand the talent pool to include more outstanding, high potential and diverse talent by defining work as a series of key performance objectives
 
Perfect for hiring managers, recruiters, and HR and business leaders, Hire with Your Head is a must-read resource for anyone seeking to improve their ability to find, attract, and retain the top talent the world has to offer.

List of contents

FOREWORD 8
 
INTRODUCTION PERFORMANCE-BASED HIRING FOUR EDITIONS LATER 9
 
A Short History on the Importance of Hiring Top Talent 9
 
Being More Efficient Doing the Wrong Things Is Not Progress 10
 
Creating a Win-Win Hiring Culture 11
 
The Big Three Hiring Challenges 12
 
Clarifying Job Expectations Upfront Is the Key to Hiring Outstanding People 12
 
Why Performance-based Hiring Is the Right Business Process for Hiring 13
 
CHAPTER 1 DEFINE YOUR TALENT STRATEGY BEFORE YOU DESIGN YOUR HIRING PROCESS 16
 
Stop Making Tactical Excuses for a Strategic Problem 16
 
The Importance of Having the Right Talent Strategy 17
 
Supply vs Demand Needs to Drive Talent Strategy 17
 
Comparing the Scarcity of Talent vs a Surplus of Talent Strategies 19
 
Win-Win Hiring: Hiring for the Anniversary Date, Not the Start Date 20
 
Develop an Ideal Candidate Persona to Achieve More Win-Win Hiring Outcomes 20
 
Remove the "HAVING" Mindset and Shift to a Performance Qualified Screening Standard 21
 
Negotiate with the End in Mind 22
 
More High Touch and Less High Tech -- Convert Strangers into Acquaintances 23
 
CHAPTER 2 STEP-BY-STEP THROUGH THE PERFORMANCE-BASED HIRING PROCESS 24
 
Win-Win Hiring: Hire for the Anniversary Date, Not the Start Date 24
 
Performance-based Hiring Is Designed to Raise the Bar 24
 
Suboptimization Prevents Win-Win Hiring Outcomes 24
 
Benchmarking How the Best People Find Jobs and Get Hired 25
 
Hiring a Great Person Starts with a Great Job 25
 
Define Success as Performance Objectives, Not Skills and Experiences 26
 
Source Semi-finalists 26
 
Conduct the Two-way Performance-based Interview 27
 
Measure and Predict Quality of Hire 28
 
Close on Career Growth, Not Compensation Maximization 29
 
Use Onboarding to Clarify and Prioritize the Performance Objectives 30
 
Deliver on the Promise 31
 
Summary 32
 
CHAPTER 3 THE BEST CANDIDATES ARE OFTEN NOT THE BEST HIRES 33
 
The Worst Candidates Are Often the Best Hires 34
 
Category 1: Great candidates must have all of the basic skills listed on the job description 34
 
Category 2: Great candidates must agree to the terms of an offer before knowing the job 35
 
Category 3: Great candidates need to be prepared, make a great first impression and be good at presenting themselves 35
 
Some Great Candidates Become Great Hires, but Many More Don't 36
 
Great Hires Are Easy to Define but Hard to Hire 36
 
Category 4: Great hires deliver the results without making excuses 36
 
Category 5: Great hires collaborate with others and build strong teams 37
 
Category 6: Great hires effectively organize and manage themselves and their teams 37
 
Who would you rather hire, a great candidate or someone who delivers the results? 38
 
Summary -- Avoid the 90-day Wonders 38
 
CHAPTER 4 DEVELOPING A BIAS-FREE HIRING PROCESS 40
 
Conduct a Pre-hire Performance Review 40
 
Never Meet Anyone in Person Before Conducting a Phone Screen 41
 
Only invite semi-finalists for the full interview 41
 
Use Organized Panel Interviews 42
 
Then eliminate the 30-minute one-on-ones 42
 
Script the Interview and Give Candidates the Questions 42
 
Wait 30 Minutes Before Making Any Yes or No Decision 43
 
Be a Juror -- Not a Judge 43
 
Use Reverse Logic to Reveal and Reprogram Your Subconscious Biases 44
 
Treat Candidates as Consultants 44
 
Kill the Gladiators 45
 
Use a talent scorecard to share evidence 45

About the author

LOU ADLER is CEO and Founder of Performance-based Hiring Learning Systems, a firm that shows recruiters and hiring managers around the world how to source, interview, and hire the strongest and most diverse talent. He is the author of Hire with Your Head and The Essential Guide for Hiring & Getting Hired.

Report

"Lou's book has equipped me to hire the best talent in the market and enabled our company to become a unicorn in under 5 years! Of the 450+ business books on my bookshelf, none have had such a profound impact as Hire With Your Head."
--Ian Jenkins, VP of Global Sales Operations at Cognite.
 
"While serving as a CEO of a food processing company I experienced firsthand the effectiveness of Lou's approach to hiring. It is a process that removes the emotion and focuses on hiring to meet your objectives and the needs of the position and the organization. I have recommended Lou to numerous companies and non-profit organizations. The results have all been the same - highly successful hires."
--Keith Swayne, Retired CEO, Case Swayne Co./International Food Solutions

Product details

• Authors: Lou Adler, Adler Lou
• Publisher: Wiley, John and Sons Ltd
• Languages: English
• Product format: Hardback
• Released: 11.11.2021
• EAN: 9781119808886
• ISBN: 978-1-119-80888-6
• No. of pages: 336
• Subjects: Non-fiction book > Politics, society, business > Business administration, companies; Social sciences, law, business > Business > Management; Personalmanagement, Strategisches Management, Human Resource Management, Personalwesen, Personalpolitik, Business & management, Strategic management, Personalbeurteilung, Wirtschaft u. Management