大多数公司仍然使用一个招聘过程基于大批量的吸引力和一个看似科学过程淘汰弱者,希望一些好的人留在最后。一个过程基于前人们找到并选择的机会可能是一个更好的起点。
I was training a group of hiring managers in New York City a few weeks ago on the fine points of Performance-based Hiring. The conversation quickly focused to quality of hire: how to both measure and maximize it. One of the sales directors in the room was quite frustrated with his recruiting team, and suggested the way