Define Success, Not Skills to Max Quality of Hire
Convincing Hiring Managers to Define Success as Performance Objectives vs. Skills
FREE PREVIEWDefine Success as 5-6 Key Performance Objectives – KPOs or OKRs, Objectives and Key Results
Using the "Process of Success" to Develop the Critical Subtasks
Job Branding – Creating the Employee Value Proposition (EVP)
Resources for Creating Performance-based Job Descriptions
I feel like the information was clear and I understood what I needed to learn. I added a discussion topic and it was also answered very quickly. Well done!
I feel like the information was clear and I understood what I needed to learn. I added a discussion topic and it was also answered very quickly. Well done!
Read LessThe material is presented in a clear and concise way. Easy to understand. Implementing takes a little practice, but anyone can do it.
The material is presented in a clear and concise way. Easy to understand. Implementing takes a little practice, but anyone can do it.
Read LessTHe method introduced by Lou is very effective. I have been using similar interview skills but need to expand into the job requisitions to refine the selctio...
Read MoreTHe method introduced by Lou is very effective. I have been using similar interview skills but need to expand into the job requisitions to refine the selction and attract the right people.
Read LessImproves Hiring good candidates by focus on performance profile defining the expectations on the 2-3 major objectives, a simple structured interview with two...
Read MoreImproves Hiring good candidates by focus on performance profile defining the expectations on the 2-3 major objectives, a simple structured interview with two core questions, support by a talent scorecard to hire the best candidate.
Read LessYou'll be able to use a performance-based job description to find stronger talent, increase the response rate, improve assessment accuracy and close based on career growth, not compensation.
Source semi-finalists! These are people who will be seen by the hiring manager and willingly engage in a conversation.
Compare the candidate's major accomplishments to the performance objectives of the job to determine fit.
Offer a non-monetary increase of at least 30%.