Moneyball for Recruiters - A New Ball Game
Whenever a hiring manager leans too heavily on skills- and experience-laden job descriptions, they may be missing out on the best talent. This is where the Moneyball approach can offer a powerful alternative. Just as the Oakland A's baseball team transformed its recruiting strategy by focusing on metrics and performance rather than traditional scouting, Performance-based Hiring brings this same data-driven mindset to the hiring process. Instead of relying on rigid qualifications, Performance-based Hiring identifies candidates based on their ability to deliver real results, ensuring they can meet the demands of the job.
Introducing Performance-based Hiring with Two Key Questions
As a recruiter, when you're working with a hiring manager who's too traditional, begin by asking two critical questions to help create a performance-based job description (PBJD):
Converting Skills and Experience into Key Performance Objectives (KPOs)
Traditional job descriptions often list technical skills and years of experience as must-haves, but these are not always the best predictors of success. Instead, these can be converted into measurable Key Performance Objectives (KPOs)that focus on results. For example:
This KPO focuses on what the person needs to do rather than how long they’ve been doing it. It shifts the focus to results, making it easier to assess candidates who may not have the traditional experience but are capable of delivering the needed outcomes.
The Benefits of a Performance-based Job Description
Switching to a performance-based hiring approach offers several advantages:
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Proposing an A/B Test and Key Performance Indicators (KPIs)
To demonstrate the effectiveness of Performance-based Hiring, suggest running an A/B test that compares traditional, skills-laden job descriptions with performance-based ones. Here are the five KPIs to track during the test:
Conclusion: Breaking Free of Traditional Job Descriptions
Traditional job descriptions often put a lid on candidate quality, limiting the talent pool to those who meet arbitrary requirements like years of experience. This approach tends to attract candidates who are primarily motivated by compensation, rather than seeing the role as a career-defining opportunity. By adopting a Moneyball strategy combined with Performance-based Hiring, you shift the focus to real results, unlocking a wider pool of high-potential candidates and improving long-term outcomes.
Performance-based job descriptions allow hiring managers to see the difference firsthand—just as Moneyball proved that performance data could revolutionize baseball, this approach will demonstrate that hiring based on measurable objectives leads to superior candidates and better hiring outcomes.
Lou Adler is the CEO and founder of Performance-based Hiring Learning Systems – a consulting and training firm helping recruiters and hiring managers around the world hire more outstanding and diverse leaders. His new PbHGPT is "Moneyball for Hiring!"
Lou is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons, 4th Edition, 2021), The Essential Guide for Hiring & Getting Hired (Workbench Media, 2013) and LinkedIn Learning’s Performance-based Hiring video training programs. Make sure you check out his "Moneyball for HR!" webcasts and training program on how to use AI to make better hiring decisions.
MBA in Supply Chain Management | Aviation & Business Enthusiast | Experienced Senior Procurement Specialist | LinkedIn Personal Branding Consultant
2moThe concept of applying Moneyball principles to HR is intriguing; excited to learn more during the session!
Transformational Change Specialist - Performance Turnaround Specialist - a SilverLining Corporate Advisor
2moLou, what I am about to post you already know and lived by! Its good you give Moneyball an at-at-boy! ….. MoneyBall, Thank you for finally reaching this conclusion. Turnaround specialist have always placed Performance Based hiring ability above all else on the list of wishful qualities of a new hire! I found many times the over-educated or tenured hire is weak to worthless working with the culture that must create the value needed to improve the financial bottom line goals! DannyD
Very important topic - teamwork is crucial 👍
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2moWell said Lou Adler.
Co-Founder and CEO @ Leap To Success | Professional Speaking, Training
2moLou amazing topic.. would love to know more about it