A Tale of Two Cities: Lessons for High-Volume Hiring
Imagine two cities...
The first is a city that simply “happened.” Over time, houses popped up in different neighborhoods, stores found their places where land was available, and parks were squeezed into whatever space remained. There’s a downtown, and scattered suburbs—what some might call “bedroom communities”—surrounding the core. The layout is organic but chaotic, making commuting a daily puzzle for residents. The city functions, but its growth feels haphazard, as if it was pieced together without a guiding vision.
A Tale of Two Cities: Lessons for High-Volume Hiring
Imagine two cities...
The first is a city that simply “happened.” Over time, houses popped up in different neighborhoods, stores found their places where land was available, and parks were squeezed into whatever space remained. There’s a downtown, and scattered suburbs—what some might call “bedroom communities”—surrounding the core. The layout is organic but chaotic, making commuting a daily puzzle for residents. The city functions, but its growth feels haphazard, as if it was pieced together without a guiding vision.
Why We Need to Invest in Better Hiring
Hiring is the one thing that sets the stage for everything else that's good or bad in an organization. Great hiring leads to productivity, engagement, innovation, and retention. Poor hiring does the opposite. The transformative power of hiring goes beyond merely filling positions. The quality of hires shapes the viability and future performance of your business.
It’s time we elevate the importance of hiring by giving it the focus it deserves, a concept we explore in-depth in our new guide to building your ideal hiring process. Improving our hiring is more urgent than ever in today's complex, competitive job market.
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The Top 2 Hiring Metrics Your Company Needs To Track
Now more than ever, human resources teams are expected to create tangible value for the business—from hiring and retaining talent to performance management to leadership development and more. People analytics are key to helping HR teams meet the demands of today’s business landscape.
Hiring for Culture Fit: Why Company Perks Are Not Culture
There seems to be a current trend among employers to offer more unique and diverse office perks in the hopes of attracting and retaining talent. While perks can be fun and bring momentary happiness, they do not meaningfully move the needle on employee satisfaction or retention. One such example was highlighted by Payscale’s list of employee tenure at Fortune 500 companies, which denotes that Google, a company that offers top-notch perks, has a median employee tenure of 1.1 years.
Lessons from Google's Worthless Interview Questions
The technology giant, Google, is known for hiring the best talent in the market and equally known for their wacky interview questions. For years, Google interviewers used these seemingly random questions to "help" them hire great talent. Turns out though, these questions didn't help at all.
“We found that brainteasers are a complete waste of time,” Laszlo Bock, senior vice president of people operations at Google, told the New York Times. “They don’t predict anything. They serve primarily to make the interviewer feel smart.”
What is a predictive hiring system?
Every company has and uses a predictive hiring system—whether they know it or not. Let's elaborate on a concrete definition of what a predictive hiring system is...
