Hire With Your Head, 4th Edition

Chapter 1Define Your Talent Strategy Before You Design Your Hiring Process

1. Stop Making Tactical Excuses for a Strategic Problem
   1. The Importance of Having the Right Talent Strategy
   2. Supply versus Demand Needs to Drive Talent Strategy
   3. Comparing the Scarcity of Talent versus a Surplus of Talent Strategies
2. Win-Win Hiring: Hiring for the Anniversary Date, Not the Start Date
   1. Develop an Ideal Candidate Persona to Achieve More Win-Win Hiring Outcomes
   2. Remove the HAVING Mindset and Shift to a Performance-Qualified Screening Standard
3. Negotiate with the End in Mind
4. More High Touch and Less High Tech: Convert Strangers into Acquaintances

STOP MAKING TACTICAL EXCUSES FOR A STRATEGIC PROBLEM

A Catch-22, based on Joseph Heller's book¹ of the same title, refers to a situation where someone is trapped and wants to get out of the situation but can't because of some policy, law, or regulation.

Hiring is like that.

For example, too many HR leaders believe that job descriptions must include laundry lists of skills, experiences, and generic competencies in order to be considered objective in the eyes of the law. Yet I asked one of the top labor attorneys in the U.S. if describing a performance objective like “determine the root cause of the manufacturing yield problem and put a plan together to solve the problem” was as objective as “must have 5+ years of experience and a degree in manufacturing ...