The review makes many points, here is one excerpt:
Everywhere I have worked, the organization’s hiring processes were tilted in favor of experience over intelligence. Interviews include behavioral questions or assessments of specific skills. Rarely is anyone on the hiring loop running problem-solving sessions that require the candidate to demonstrate how they might deal with the real-world challenges they will encounter in the workplace.
Most of the time you can win candidates by getting the basics right:
- Reach out to people, don’t wait for them to come to you.
- Build relationships before you need them.
- Develop followership (so people that work with you once will want to work with you again).
- Get candidates excited for the job before you start screening them.
- Make your workplace a good place to work for smart and talented people (which is NOT the same as making it a “good place to work” generally, or anything from the HR/PR lists.)
- Be the type of manager that top talent will want to work for.
- Ensure that you have someone selling the candidate once you know you want to make an offer and start the selling process before the offer is made.
- Be polite.
- Be fast.
Interesting throughout, though I feel the author significantly overestimates the extent to which we think the current talent assessment market is efficient.