If You Don't Know the Job, How Can You Assess A Candidate's Motivation and Competency To Do the Work?

I really hope people outside of the recruiting industry have a listen to this because we’re going to be discussing best practices – if you’re in transition now and are out there interviewing, I promise this will be worth your time and attention! Peter Clayton

Welcome to a Inside Recruiting Channel podcast of Total Picture Radio. Lou Adler is the president of The Adler Group, an international training and consulting firm helping companies find and hire top talent using Performance-based Hiring.

He is the Amazon best-seller author of Hire With Your Head and the Nightingale-Conant audio program Talent Rules! Using Performance-based Hiring to Hire Top Talent. Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, ERE, NACE, RCSA, Kennedy Information/OnRec, HR.com and ZoomInfo.com.

This podcast is sponsored by Taleo, where Talent Drives Performance.™

The most important interview question:

23 Min:

16.2 MB Download Now!

Description of Lou Adler's presentiation from the SHRM brochure:
Performance-Based Hiring: A Business Process for Hiring Top Talent Workplace Application: Performance-based hiring offers companies an end-to-end hiring process for sourcing, assessing and recruiting top talent that can be used from entry-level to executive positions. Finding and hiring top people is different than finding and hiring average people. Performance based hiring provides companies a means to separate the two. It consists of a compelling job, a targeted consumer-marketing approach to sourcing, the use of a two-question performance- based interview, a formal evidence-based debriefing and assessment process, and a consultative career management approach to recruiting.

Interview Outline:
Introduction to Performance-based Hiring – a System for Hiring A-level Talent
• Why you must throw away job descriptions!
• Sourcing & the Psychology of the Top Performer
• The One-Question Interview
• 10-Factor Evidence-based Assessment
• The secret of recruiting top talent

Req-less talent hub model
• Nurture prospects forcareers, not “find candidates for jobs”
• Hub: SEO’d micro site, few pages, by job class
• Spoke: Web 2.0 – short ads pushed to relevant sites, blogs, user groups
• Compelling warm-up
• No disqualifiers
• Less reporting
• Chat, collect resumes, or drive to specific jobs

Most Significant Accomplishment Question – please explain this and its importance in the interviewing process

Nurture prospects for careers, not find candidates for jobs
• DOING, not HAVING
• Early-bird Sourcing
• DO – DO – DO – THINK
• Evidence-based: No 2s!
• Defend your candidate
• Differentiate on job, not $$$
• Become a partner!