It happens in every industry: when a hiring manager and recruiter pair up to find a new hire, priorities and biases almost instantly collide.
Theoretically these two parties should get along. After all, they share a common goal: find the most qualified person to fill a position as quickly and effectively as possible.
But when push comes to shove, the reality is there’s often tension between these two individuals, in part because of an information gap: the recruiter will never know as much about the open position as the hiring manager. Similarly, the manager rarely understands the recruiter’s process, challenges, or constraints. Read more…
There is one common management failing that causes businesses to stagnate and even fail. It’s the practice of tolerating mediocre performers.
It’s not the dishonest or undependable people who keep your business from excelling. No, we’re smart enough to cut our losses and fire those losers fast. It’s the mediocre, just-doing-enough-to-get-by people who keep us from building an exceptional, winning team that outperforms the competition.
Here are three of the most common reasons mediocrity is tolerated: Read more…
It was announced this week that the University of Southern California had hired the University of Washington’s head football coach, and former USC assistant, Steve Sarkisian.
It has been an up-and-down season for USC, who fired head football coach Lane Kiffin after starting the season 3 -2. Kiffin was replaced by current assistant coach Ed Orgeron, who then took the team and went 6-2 the rest of the season after taking over for Kiffin.
The players wanted Orgeron to get the head coaching job. USC’s athletic director decided to go outside the program to find his next head coach, despite Orgeron’s success.
I know, I know; you thought you were coming here to read about HR stuff. Well you are – kind of! Read more…
Why do so many managers continue to accept mediocre, second-rate results?
Hundreds of research studies have quantified the difference between having an “A” player versus a “C” player in a job, any job. Every one of them concludes the difference in productivity and the impact on the bottom line is anywhere from 20 percent to over 1000 percent greater return when you compare the best, most productive employees to those who are average.
While I’ve never met anyone who disagrees with this data, most managers and organizations continue to keep “C” players on the payroll. This leads me to believe these managers: Read more…
I hear the all the kids love Snapchat!
OK, I’ve been hearing this for over a year now, but never really found any reason to write about the product. I even downloaded the App and tried it out. I still don’t seem to have a need.
I’m an adult. Unless I’m doing something I shouldn’t, there is no need for me to have a message that self destructs in 1 to 10 seconds. I guess it might be something to give your managers who love to say inappropriate things to their staff, but then you’re encouraging them to say and do inappropriate things!
Even though I don’t get it doesn’t mean it’s not a great idea. It just means I’m old. Read more…
For the most part, exit interviews are useless.
The information you gain will do nothing to help you retain that person (or anyone else) because people who are leaving have no reason to tell you the truth and they, wisely, don’t want to burn any bridges.
That’s why I strongly recommend you skip the exit interview drill and start conducting “Stay with Us” employee retention interviews with your A-players every three-to-six months instead. Read more…
Recruiting is a hugely competitive process, and it’s what sets the tone for a new employee’s time at your company.
Few things send a stronger signal to applicants than your office space and the team that fills it. Use them correctly and learn how to recruit top talent with your space (in ways that require little extra effort) and you’ll find powerful assets in attracting and hiring top talent.
And, who knows, you just might find yourself having a better time conducting each interview. Read more…
We hear a lot about the potential candidate.
“Potential” candidates have traditionally been looked upon as job seekers but also as anyone not looking for a job who a recruiter might call and present a job to.
Those persons usually include the lower-hanging fruit easily observable on job boards and (today) on social media and semi-job board sites (like LinkedIn).
The “probable” candidate is the candidate who has been specifically chosen — who has been earmarked for a specific position. Read more…
In order to minimize employee turnover, you’ve got to:
- Hire tough. Set high standards and never lower the bar;
- Let new employees know why their jobs are important;
- Never think: ”It’s just an entry-level job.” Those jobs most directly impact your customers experiences;
- Pay the highest wages you can afford. When you pay more, you can expect and get more; Read more…