Using Performance-Based Hiring to Measure and Maximize Quality of Hire (Part 2) Lou Adler Performance-based Hiring Learning Systems, Inc.
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Using Performance-Based Hiring to Measure
and Maximize Quality of Hire
(Part 2)
Lou AdlerPerformance-based Hiring
Learning Systems, Inc.
Why would a top person want this job?
Who knows the ideal candidate?
Would you be open to chat?
4 Questions You Must Ask When Hiring
What does the person need to do?
© 2017. All Rights Reserved. Performancebasedhiring.com
Lead the launch of the new iOS and Android apps product marketing.
Have 3-5 years experience in consumer product marketing.
Complete the roadmap under tight deadlines and limited resources.
Coordinate the 3-year product roadmap and get approved within 120 days.
Task
Action
MeasureableDeliverable
environment
✗
???
Quality of Hire
Talent Predictor
Cultural &Managerial
Fit
TalentThinkingProblem-solving
Track Record of
Comparable Results
Career Move30% Solution
Achiever Pattern & Growth Trend
BasicSkills
ExperienceEducation
TeamOrganizeManage
©2017 All Rights Reserved. The Adler Group, Inc.
Job Fit Intrinsically Motivating RANK
Bottom ThirdLevel1
Basically Qualified
Level2
Top-ThirdLevel3
Top 15-20%Level4
Top 5%Level5
Quality of Hire Scorecard
Quality of Hire
Talent Predictor
Cultural &Managerial
Fit
TalentThinkingProblem-solving
Track Record of
Comparable Results
Career Move30% Solution
Achiever Pattern & Growth Trend
BasicSkills
ExperienceEducation
TeamOrganizeManage
©2017 All Rights Reserved. The Adler Group, Inc.
Job Fit Intrinsically Motivating
Quality of Hire Scorecard
Begin With the End in Mind
Weak Predictors Strong Predictors Essential PredictorsTop
Third
Middle Third
BottomThird
©2017 All Rights Reserved. The Adler Group, Inc.
The Hiring Machine – Measuring Quality of HirePredicted Quality of Hire vs Actual Quality of Hire at 60 Day Intervals
No 2s!
Use the first interview to determine talent and ability.
Use the second interview to determine fit.
20-30 Pre-Qualified ProspectsPerformance Qualified AND Achiever Pattern
AND Clear Career Move
Metrics Matter “Small Batch, High Touch”
Leads/Referrals
Prospects
Candidates
Finalists
Hire
Passive
ActiveCost/Time
MaxQualityOfHire
Passive vs. Active Mix 80% referred and directed sourced!
Conversion RatesLeads into Prospects > 75%Prospects into Candidates > 75%
Process Control Stop if first 2-3 aren’t hireable!
Offer to Hire Ratio – 100%Never make offers that aren’t acceptedTest and offer 30% non-monetary
© 2017. All Rights Reserved. The Adler Group, Inc.
Measure, Predict and Control Quality of Hire
The Hiring Machine is Ready for Boarding
Proof of Concept to Measure QoH
Attract Stronger Talent and Increase Interview Accuracy
You are who you hire.
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