LANDING - Hiring for RESULTS! - Pace Staffing Network

Did you know that 35-50% of all hiring decisions turn out to be HIRING MISTAKES?

It’s true. Absent a structured and well executed hiring process, your chances of hiring the right candidate aren’t that good. To make matters worse, experts trace a lot of those hiring mistakes back to tools and processes that are still widely used.

Resumes – are definitely not the “truth tellers” we’d like them to be. Studies show that 75-85% of all resumes contain information that is either misleading or factually incorrect. We provide our clients with candidate resumes, but recommend they be used with caution!
Traditional News – fall short when they are not planned in advance or not consistently used with all candidates. We use a results-based interview model which is all about collecting evidence of a candidate’s likelihood of becoming a successful hire!
Job Description Driven Candidate Screening – which is wrought with challenges because most job descriptions are seriously outdated when it comes to describing the actual work content and candidate qualifications. In fact, most pre hire requirements that get listed on job descriptions tend to exclude the talented candidates who could become top performers.

Our Solution? A Disciplined Hiring Process Focused on Results!

Whether you’re hiring an admin, the company President, or a contract employee to participate in a new product launch, the steps you to take to find and evaluate candidates for these jobs, and the consistency in which those steps are executed, are directly related to your hiring outcomes.

If your process is inconsistent or you spend too much time screening candidates against factors not particularly relevant to the results you need them to achieve once hired, you’re setting yourself up for a staffing mistake!

In the people business, nothing is 100%, but there are ways to reduce hiring errors. Our results focused process originated with best practices in executive search, but we’ve streamlined it to fit all types of hiring scenarios – from entry level to senior leadership roles.

Experience the PACE difference!

What is the difference about a RESULT FOCUSED Hiring Process?

The PREFERRED CANDIDATE PROFILE is built around a list of results a successful hire is expected to ACHIEVE, not a list of their pre hire qualifications.

All candidates get SCREENED and EVALUATED based on the discovery of “hard evidence” of previous accomplishments – not just specific skills or work experiences.
Employees are SELECTED based on an assessment of their long term CONTRIBUTION – what they are likely to contribute on their 600th day not day one!
The CONTEXT in which a new hire will be asked to achieve RESULTS is as important to the selection process is critically important to hiring success. The right candidate will have been successful in a similar work CONTEXT.

How will you experience the difference?

We always start with a comprehensive ENTAKE call – which is your time to tell us about the results you want the employee to achieve once hired. We know its easier for you to just give us a job description and assume we can take it from there, but there are lots of reasons why the job description can send us down the wrong path if we don’t take the time to go deeper.

Our CANDIDATE PRESENTATIONS will look different. We will provide you with all the evidence we’ve uncovered in our vetting process that will give you insights into the candidate’s ability to achieve the results you’ve described as most important to hiring success. Our screening and evaluating techniques and tools are comprehensive – designed to uncover what a candidate can do, has done, and wants to do!
If needed, we’ll help you craft interview questions that you can use to see the differences in each candidate and how they will likely perform on the job! We know how powerful the right interview questions can be in uncovering evidence of future performance!

And yes, we both have to do some pre-hire HOMEWORK!

As your recruiting partner, our homework is to make sure you know what’s going on in the candidate marketplace which will prepare you for the challenges you might have finding the right candidate. We’ll let you know all about the candidate marketplace – workplace preferences, pay rates, what kind of companies will likely be competing for the same or similar talent.

Your homework involves the steps you can take to fully understand the job, the work environment and how your description of a quality hire – what they will achieve. Absent a solid understanding of the work, the CONTEXT in which it is done, or how you define success, it’s difficult to come up with a useful candidate profile. Our ENTAKE call is about getting clarity on the PREFERRED CANDIDATE PROFILE!

Here’s some things you can do prior to our call …

Brush off the job description. It’s a great starting point. We’ll help you turn it into a results focused hiring tool.
Talk with the people who have done the job in the past. Find out what they liked about the job, what made it difficult, what skills are absolutely essential to achieving the results needed.
Explore CONTEXT – find out what is going on NOW in the work environment that might impact a new employee’s ability to achieve the RESULTS you need. Changes in organizational structure or culture? New or difficult boss? New technologies? CONTEXT matters when it comes to hiring the right candidate.
Get clear on the business reasons for the job and your expectations for RESULTS. Our first questions are always about the RESULTS the person doing the job is expected to deliver.
Be thinking about what you want your new employee to accomplish in their first 90 days post hire. A 30-60-90-day performance plan for most admin or mid-management roles is ideal. For higher level jobs plotting out the achievements needed for the first year or longer works even better.
Ask yourself (and others) why someone would want to take this job. What will the right candidate “get” out of going to work for you and/or doing this job that will make them want to keep doing this job, and doing it well?

“Most hiring problems can be eliminated by making one fundamental and simple change – replacing job descriptions with a list of performance objectives the new hire is expected to achieve.”

-Lou Adler

What info will be provided about each candidate before you consider them for hire?

As no surprise, we’re not a fan of the resume as the only tool used to describe a candidate’s real abilities. We know first hand how misleading a resume can be, particularly now with AI tools being used to create resumes that match up with job postings.

When you receive a candidate from PACE we’ll provide an info packet that carefully details the evidence we’ve uncovered that suggests the candidate can and wants to achieve the RESULTS you’ve told us are most important to hiring success.

Is there something you need to change about how you interview for RESULTS?

If you’re already trained in behavioral interviewing techniques, its a quick shift to using a RESULTS FOCUSED interview format. The difference lies in the specificity of the questions asked…. staying focused on identifying what a candidate has DONE that is most relevant to what they will be expected to DO once hired and then drilling down to find out how they did it, and what they actually achieved!

For a more detailed information about how to do a RESULTS FOCUSED interview, check out one of our resources below …

How to get rid of INTERVIEWER BIAS?

NEWS FLASH —— INTERVIEWER BIAS is a fact of life and can’t be wished away. Requiring people to X out their biases is like trying to take the human element out of being a human being!

We think the better approach is to minimize opportunities for interviewer bias to creep into interview in the first place.

Open the interview by clearly describing the results you need the employee to achieve and the CONTEXT in which they will be asked to deliver those results. Clearly state the challenges they are likely to face.
Ask the candidate to describe achievements they have had in previous jobs that they believe are most relevant to the results they will be expected to achieve in the current job.

Probe into the details of what the candidate describes to make sure you fully understand what the candidate actually DID – and why.

Look for insights into the candidate’s approach to similar workplace challenges.

Provide opportunity for the candidate to share their thoughts on how they would approach their new job and the challenges it entails.

Disclosures, Recognitions, and Thank Yous ...

The PACE team would like to acknowledge the influence and inspiration of Lou Adler, CEO and founder of Performance Based Learning Systems, an international consulting and training company. Mr. Adler’s teachings and writings played a key role in the development of our RESULTS FOCUSED hiring model. We have followed his blogs on LinkedIn, read his books including Hire with your Head published in 2021, and have incorporated many of his process descriptions into our own. While our RESULTS FOCUSED hiring process evolved in good part from our own experience in hiring, we will be forever grateful for Mr. Adler’s ability to articulate the what’s and whys behind the steps in this process. The influence he has had on the hiring community across the globe has made it so much easier for us to move forward with the confidence that our own insights on how to hire can work in so many different hiring scenarios.

To learn more about Performance-Based Hiring Learning Systems, we encourage you to contact them at info@louadlergroup.com or call them directly at 949.612.6300.