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Integrating Performance Management into the Hiring Process Preview

Integrating Performance Management into the Hiring Process

With Lou Adler Liked by 426 users
Duration: 1h 6m Skill level: Intermediate Released: 3/20/2023

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Course details

Most hiring processes emphasize what a person must have to even be considered for the job. By reversing the process and emphasizing what a person will do and become, it's possible to attract a bigger pool of more outstanding and diverse people. In this course, Lou Adler, president of The Adler Group, shows you how to use this valuable approach when writing job descriptions, posting job ads, and interviewing candidates. Learn to think in terms of a hiring system, look for great hires instead of just great candidates, and shift from a transactional to a consultative hiring process. Go over an effective prehire process and find out how to create the employee value proposition. Explore ways to use an evidence-based deductive interview process and check out Lou’s hiring formula for success. Plus, discover practical ways to deliver on your win-win hiring promise.

Skills you’ll gain

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Meet the instructor

Learner reviews

4.7 out of 5

167 ratings
  • 5 star
    Current value: 136 81%
  • 4 star
    Current value: 24 14%
  • 3 star
    Current value: 4 2%
  • 2 star
    Current value: 1 <1%
  • 1 star
    Current value: 2 1%
  • Lady Tobi A. Lady Tobi A.

    Lady Tobi A.

    📍People, Culture and Wellbeing 📍Chief Happiness Officer📍Performance Management 📍Executive Advisor📍Wellness Enthusiast

    5/5 April 17, 2024
    I will recommend this course anytime anyday
    Helpful · Report
  • Pradnya Mokhle Pradnya Mokhle

    Pradnya Mokhle

    Talent Acquisition Specialist

    5/5 February 26, 2024
    great
    Helpful · Report
  • Cristian Popa Cristian Popa

    Cristian Popa

    Creative people centered professional, lifelong learner, focused on creating meaningful environments, and empowering people to grow and contribute!

    3/5 November 13, 2023
    I believe the process adds value in moving the focus on performance early stage and providing a structured template that can be useful in the recruitment process for young managers. (more clarity in the interview expectations clarifications). I could not see too much improvement from using a behavior interview type of process. It focuses on filtering the best candidate that fits the organization - nothing new. To achieve the diversity side, the organization should consider changes to be inclusive of new mentalities, methods, and ways to achieve results and follow intentionally. The interview template as presented is a one-sided type of analysis - towards a candidate, with no aspect of the candidate's potential to impact on the organization's growth and transformation. The conversation seems structured on the same transactional aspects - what you'll do - what we are offering, nothing regarding human directions - who this candidate is and his dreams, or personal objectives.
    Helpful · Report

Contents

What’s included

  • Practice while you learn 1 exercise file
  • Test your knowledge 6 quizzes
  • Learn on the go Access on tablet and phone

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