Malcolm Gladwell on Why Your Retention Stinks...
July 29, 2008
Hint - it's because your recruiting has nothing to do with true demands of the job you put people into... A scenario Gladwell calls the "mismatch problem" - "the criteria we use to to assess someone’s ability to do a job is radically out of step with the actual demands of the job itself".
Click here for the video of Gladwell riffing on the "mismatch problem" and a comparison of your process to
the scouting combines that exist in professional sports.
Hat tip to Alice Snell at Taleo, who has a nice rundown on the wisdom of looking at the unique competencies your highest performers in a certain role possess and using the resulting profile as a road-map for the types of candidates you are looking for on the recruiting trail.
Good stuff and worth the read, as is similar material over at SuccessFactors.
Couple of additional thoughts on the subject:
1. Gladwell's point, as well as the thoughts at SuccessFactors and Taleo, is a good reason to budget time in your selection process for the final candidate to do some actual work for you. No assessment beats a final candidate spending a half day on the job so you can see them react and they can get a vibe for what the role and the workplace is actually like.
2. While the points are excellent, don't forget that candidates from multiple backgrounds and with different skills can succeed. When in doubt or without a road-map, figure out who is most likely to be engaged....
And while you're at it, grow your hair out like Malcolm. You'll be more memorable as a recruiter that way....
As a final nugget, I offer this picture I've shared before of Tom Brady before he was drafted in the 6TH ROUND of the NFL Draft. Turns out, a stunning physique isn't necessary for success in the NFL.
Who knew?
i wonder of gisele bündchen has seen that photo. i'm going to have to send it to her right NOW!
Posted by: Jessica Lee | July 29, 2008 at 12:33 PM
Kris:
I have always liked the idea of having people work for you but have always said no because of the potential pitfalls. You have to make them an employee, 1099 won't work. They have to be covered by workers' comp in case they get hurt working for you. And what would keep them from claiming sexual harassment, discrimination, etc. when you let them go because they did not perform the way you wanted them to.
I would like to have our attorney bloggers rif on this one and see what they have to say.
Posted by: Michael Haberman, SPHR | July 29, 2008 at 12:43 PM
BTW, if you read Malcolm's book Blink (as I know you have) you will remember that his hair got him pulled over and hassled a couple of times. So recruiters grow that fro at your peril! lol
Posted by: Michael Haberman, SPHR | July 29, 2008 at 12:45 PM
Michael -
I remember the concern. Why not payroll service them through an agency to mitigate the issue?
KD
Posted by: KD | July 29, 2008 at 10:49 PM
Kris:
Good thought on use of an agency. But I wonder how applicants might view this?
Posted by: Michael Haberman, SPHR | July 30, 2008 at 07:26 AM
Hey Michael -
Agree that you would have to pitch the use of an agency in the right way. I would wait until you are down to either your final or two candidates, then let them know that a work related project is part of your selection process. Then I would tell them to be fair, you're going to compensate them and the best way to do that is to have them work through an agency.
Then - I would pick a professional services firm that seems more upstream rather than payroll servicing through a base temp agency, and I'd call them a professional services firm. Small tweaks, but tweaks I think would help you clear the bar with the candidate.
Thoughts?
Posted by: KD | July 30, 2008 at 09:17 AM
If you are in doubt about which of 2 candidates to choose just put them in a room for half a day together without telling them they are both candidates for the same possition and give them a project on which to work on. Present this as a simulation of the working environment. This way you can discard any claims (sexual harasment, discrimination...) and you will be able to see first hand their skill and how they work in a team.
Posted by: Victor Stoyanov | August 26, 2008 at 05:16 AM
"As a final nugget, I offer this picture I've shared before of Tom Brady before he was drafted in the 6TH ROUND of the NFL Draft. Turns out, a stunning physique isn't necessary for success in the NFL.
Who knew?"
A lot of people know. Stunning physique comes second to skill. It may be a close second, but it's still a second. There's no point in having a god's body if you're gonna chuck the football to the fans in a play.
Posted by: James | January 16, 2011 at 05:00 PM