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Assessment
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Written by Lou Adler
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Wednesday, 14 December 2011 04:00 |
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I must have looked at 100+ competency models over the past 15 years. Surprisingly, they’re pretty much all the same. Oh sure, they all have different words, but when you break them down into everyday speak, they all say pretty much the same thing (i.e., some combination and variation of leadership, drive, cultural fit, team skills, confidence, ethics, and technical competency). And that’s one big reason they don’t work. Everyone’s looking for the same things, and on this basis, average is all you should expect.
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Assessment
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Written by Lou Adler
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Friday, 18 February 2011 04:00 |
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I’m just a recruiter, not some Ph.D., OD guru, or stat-type, but over the years I’ve developed a theory about interviewing that seems to work 84.27% of time. Using it for the past 25 years, more than 84.27% percent of my candidates have been called back for second round interviews. Ninety percent of these pass whatever “questionnaire” is thrown at them ranging from the Gallup intense and expensive assessment to the Profile’s International all-in-one, and everything in between. Even better, one gets hired for each job.
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Assessment
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Written by Lou Adler
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Friday, 17 December 2010 04:00 |
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I have a brilliant nephew — Harvard grad, etc., — who is, shall we say, a bit left of center. He has an executive position in the California state government, which is enough to further pinpoint his political persuasion. While I love him dearly, during the holiday season we have some rather contentious discussions regarding the politics of the moment, given I’m his somewhat right-of-center uncle. While civil, at least in most cases, these discussions involve a bit of one-upsmanship on both our parts, but never involve ad hominem. At least for me, this Thanksgiving was a real hoot and I looked forward to it with glee, given the recent election results, and all. However, all did not go as expected. Which gets me to the point of this article. Decisions with respect to hiring candidates occur long before any evidence the candidate is capable of doing the work are made.
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Assessment
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Written by Lou Adler
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Tuesday, 08 June 2010 04:00 |
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Note: I went to grad school at UCLA while John Wooden was the coach of the men’s basketball team. Although I never met him, his presence was felt throughout the campus. Surprisingly, it wasn’t always about basketball; it was about how to live your life. Much later – December, 2005 to be exact – I wrote the following article. It’s been modified a bit, and reproduced below. This article is but a small tribute.
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Assessment
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Written by Lou Adler
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Friday, 16 April 2010 04:00 |
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While finding and accurately assessing candidates has always been important, doing it quickly will take on extra urgency as the economy recovers. Interestingly, if your candidates are high achievers, most managers will meet them even if they’re a bit off experience-wise. This is one way to ensure 100% of your candidates are seen. It will also reduce the amount of work involved in putting together a slate of candidates for any search assignment.
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Assessment
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Written by Lou Adler
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Tuesday, 02 February 2010 00:00 |
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Every company wants to hire the top 15%. A few actually do – typically those with the big brass brands and compelling employee value propositions. Those with a small wind or rhythm section can do pretty well, too, under the right circumstances. For just about everyone else, there’s a feeling that getting to average is about all that can be expected. Well strike up the music, it doesn’t have to be that way.
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Assessment
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Written by Lou Adler
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Friday, 24 October 2008 00:33 |
We're working with a fast-growing security software company whose CEO is using Blanchard and Hershey's Situational Leadership model for their management development program.
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Assessment
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Written by Lou Adler
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Friday, 27 April 2007 04:00 |
There is no longer a hidden job market. The line between active and passive candidates is blurring. Turnover is on the rise. Workforce mobility is increasing. It's easy to look for a new job, apply, and be interviewed from your desktop. The barriers to entry and exit are falling.
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Assessment
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Written by Lou Adler
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Friday, 19 January 2007 03:51 |
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When you really think about it, there are only two major hiring mistakes that companies make on an ongoing basis.
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Assessment
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Written by Kathy Barton
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Wednesday, 13 December 2006 01:56 |
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The Magic Number
Three is a magic number,
Yes it is, it's a magic number.
Somewhere in the ancient, mystic trinity
You get three as a magic number.
The past and the present and the future.
Faith and Hope and Charity,
The heart and the brain and the body
Give you three as a magic number
From Schoolhouse Rock.
http://www.schoolhouserock.tv/Three.html
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Assessment
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Written by Lou Adler
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Friday, 01 December 2006 04:00 |
The entire October 30, 2006, edition of Fortune was devoted to the subject of greatness. The primary conclusion drawn from the numerous articles on the topic is that greatness is achieved through hard work in combination with continuous self-improvement. Talent or ability alone is never enough. To measure a candidate, I use a form (the 10-Factor Candidate Assessment template) with a 1-5 scale using 10 strong predictors of on-the-job success. Surprisingly, the scale isn't much different from the one described in the Fortune articles. The following is a quick summary of this ranking, which is a system that you can apply to measure candidate quality and determine whether you are a great recruiter.
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