A Questions for A Players

Mitchell Harper gives his seven questions for hiring the best available talent, and it’s a pretty good list. He admits himself it’s only a start. I’d suggest you listen for the answers to these questions as you run through their history or ask behavioral interview questions, so as not to lead the responses you’re getting

This Is How You Identify A-Players (In About 10 Minutes) During An Interview

What to Leave Out of Your Résumé

Plain, concrete language is emotional are persuasive. Catch phrases and clichés dilute your credibility. Be brutal when editing your résumé.

6 Great-Sounding Phrases to Remove From Your Résumé – Rhett Power

Define the Job, Not the Person

When looking for the best person for the job, describe the job. Not the person. Better yet, describe what success for that job looks like.

Lou Adler Group – Originators of Performance-based Hiring

To Hire Better People Define the Job Before You Define the Person

They’re Not Going To Stop Looking At Their Phones

If you’re hiring, sooner or later your going to hire somebody from a different generation. You need to understand what motivates them.

4 Truths About Managing Younger Workers

Is Your Employee Ready to Promote?

They should be doing all of their job, and have demonstrated they can do at least half the promotion they’re being considered for. Here are some of the behaviours you should be looking for:

15 Signs Your Employee Is Ready to Become a Manager

Hiring Millennials

Thanks to NeoMam Studios and Adecco for the infographic. Big data is not something that my clients worry about, but then not many of them are Fortune 500 (and I’m okay with that). However being web-savvy, mobile friendly, and having a culture you can promote do work.

Pay special attention if you have an aging workforce.

Better Questions to Ask at an Interview

I have to admit that I still like the “what is your biggest weakness” question. It tells me if a candidate is actually going to be honest with me or not. I think a better way to ask it would be “what would your last boss say was your biggest weakness?” You can see the steam come out of their ears sometimes….

Regardless, Jeff Haden definitely has the right idea in proffering alternatives to horrible interview questions.

Personal Commitment is Always the Only Way to Drive Change

This article, about how EBay is making recruitment, retention, and promotion of women a strategic priority, is interesting once you get past the jargon, it illustrates a couple of points well:

  • personal commitment is the best, perhaps the only way, to drive change. Which means telling a personal, credible story about your own motivation. Which means being vulnerable, and that’s scary.
  • finding, keeping, and promoting the best available talent, no matter what the source and no matter what the size of your company, is a strategic advantage that raises the game for everybody
  • being a good ally means putting somebody else’s interests above your own with no expectation of reward
  • measurement and culture (how people treat each other) trumps policy and process
  • it’s also a good example of having one priority at a time (promoting women not the first thing the CEO John Donahoe tackled)

The only thing I’d add (and maybe they’re doing it already) from my experience in mentoring is finding a way for women to mentor each other. The best way to inspire somebody is for them to imagine they can do what you did.

In this case that means women mentoring women. And besides, mentoring is a great way to develop  leadership skills, identify those that can lead (because they mentor), and fill the leadership pipeline with people that know how to develop other leaders.

Just a suggestion, John, if you’re reading this…


Managing Rocket Scientists

I find 1. Get them to speak the same language, and 3. Make it about the “we” especially important. Especially when you’re managing engineers, programmers, scholars, or scientists. They get tripped up on being right instead of getting things done sometimes. Maybe, just a little.

4 Ways to Manage People Smarter Than You

Succession Planning – Do It

It's good to be king, sometimes
It’s good to be king, sometimes

More and more as I work as a consultant, I see that the pivot point for many companies is when they summon the courage to fire somebody. Anybody. Hopefully they’re firing the right people, but that’s less important than the act. Because it gives them the courage and the positive feedback (people notice, behaviour changes) to make other changes. Changes that they need to move forward and grow.

Here’s a simple, open-source 9 box system for succession planning. There are many good tools out there. Pick one. Use it. No matter how big your company.