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I recently had a conversation with a Talent Acquisition Leader that left me shocked. While talking about how important it is to hire the right person, I sensed an alarming degree of indifference around hiring accuracy altogether. I understand this is not top of mind for everyone, but this was coming from the Director of Talent Acquisition for a Fortune 5,000 company.

Increasing Gender Diversity Starts with the Hiring Process

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.

A great interview question can make all the difference when selecting the right person to hire, yet writing such a question can be a daunting process for anyone. After spending countless hours and writing over 300 questions, here are my top 5 tips to write great interview questions in less time.

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.

"In my research, I have found that the highest impact action that a recruiting function can take is to shift to a data-driven mode." 

-Dr. John Sullivan, Dubbed the 'Michael Jordan of Hiring'

There are a lot of things that need to go right for a new hire to eventually become a top performer. In most cases, employees typically don’t check every single box you’re looking for, but there are a select few that come very close. Maybe even a handful that check all your boxes. Once you find those unicorns, it’s imperative that you hang on to them. Every company is different, but it might be awhile until you find another! 

The ability to manage and lead people is often thought of as an inherent trait that all individuals possess. This is not the case, as shown by Gallup’s State of the American Manager: Analytics and Advice for Leaders. Gallup conducted a comprehensive study based on 2.5 million teams and managers around the world, and their results showed that only 10% of working people possess the talent to be a great manager.

Jim Collins said, “The most important decisions business people make are not what decisions, but who decisions.” If 80% of your turnover is the result of bad hiring decisions, the most important thing you can do to decrease employee turnover is to focus on hiring people more likely to stay.