Integrating Performance Management into the Hiring Process

Course details

Most hiring processes emphasize what a person must have to even be considered for the job. By reversing the process and emphasizing what a person will do and become, it's possible to attract a bigger pool of more outstanding and diverse people. In this course, Lou Adler, president of The Adler Group, shows you how to use this valuable approach when writing job descriptions, posting job ads, and interviewing candidates. Learn to think in terms of a hiring system, look for great hires instead of just great candidates, and shift from a transactional to a consultative hiring process. Go over an effective prehire process and find out how to create the employee value proposition. Explore ways to use an evidence-based deductive interview process and check out Lou’s hiring formula for success. Plus, discover practical ways to deliver on your win-win hiring promise.

Concepts

Introduction

Hire great people

Hiring Must Be a Win-Win Business Process

Hiring strategy drives tactics
Think in terms of a hiring system
Great candidates vs. great hires
Shift from transactional to consultative hiring processes

Begin with Your Prehire Process

Move posthire performance into the prehire process
Define the job, not the person doing the job
Convert HAVING to DOING - title TBD
Overcome bias

Create the Employee Value Proposition

Find the intrinsic motivator
Job branding - The mission matters

Use an Evidence-Based Deductive Interview Process

Take a tour of the factory
The most important interview question of all time
The trend of performance

Predicting Quality of Hire

The hiring formula for success
Measure the quality of hire
Offer a career move, not a lateral transfer

Deliver on the Win-Win Hiring Promise

Use the quality of talent scorecard after the hire
Factor inclusion into the hiring process
Onboarding bridges the prehire and posthire gap
Deliver on the promise