PbHGPT Changes the Hiring Game

We've captured how top performers find new career opportunities and compare offers in our new Performance-based Hiring GPT (PbHGPT). It's now in beta and we invite you to try it out for 48 hours. We're building the workflow to automate the process, but it's described below as a series of prompts.

The Performance-based Hiring framework is designed to optimize each step in the hiring process to achieve more Win-Win Hiring outcomes. This means measuring hiring success on the first year anniversary date (using Gallup's Q12) not the start date where both the hiring manager and new hire are both fully satisfied. (Here's ChatGPT's response to the first three prompts below about the impact Performance-based Hiring can have.)

You'll be able to gain a sense of this process using the basic version of ChatGPT using the prompts below. The optimized PbHGPT adds a series of customized templates, workflows and scorecards to achieve better results. We'd like you to compare both versions and give us your feedback.

Prompts for Getting Started with Performance-based Hiring

Metric of Success: See and hire more top 25% people in half the time!

Can using Performance-based Hiring actually help companies hire stronger people in half the time and if so, how and why?

Comparing Performance-based Hiring to All Other Hiring Processes

Are there any other hiring process as complete and comprehensive as Performance-based Hiring and if not, why is Performance-based Hiring superior. If yes, why are these others process better?

Comparing the Cost, ROI and Impact of Using Performance-based Hiring

What's the cost of using Performance-based Hiring and how does this compare to competing hiring processes and how could these be compared on an ROI basis?

Creating a Performance-based Job Description

Using Performance-based Hiring methodology please create a performance-based job description for [role] by defining the Key Performance Objectives (KPOs) rather than traditional skills and qualifications. Here's the current job description (describe or paste the job or include the URL link.)

Developing the Employee Value Proposition (EVP)

Please craft a compelling Employee Value Proposition (EVP) for this role that attracts top talent by focusing on career growth, development, and long-term impact rather than compensation and benefits. As part of this also create the job branding statement that ties the role to a bigger company mission, project or strategy.

Preparing the Candidate Persona and Sourcing Plan

Please develop a candidate persona for this role that defines the ideal candidate and a comprehensive sourcing plan to uncover hidden passive candidates that meet this criteria.

Creating Compelling Marketing Messages

How could the public job posting be rewritten to appeal to more outstanding people and dissuade unqualified people from applying. Also create a few compelling emails inviting direct sourced prospects to explore the potential career opportunity of the role.

Conducting Custom Performance-based Interviews

Can you prepare different performance-based interviews for different interviewers to ensure candidates are fully assessed on all of the factors on the Quality of Hire Talent Scorecard? As part of this create a custom performance-based panel interview to assess the candidate's ability to handle (biggest challenge).

Evaluating the Quality of Hiring Manager Interviews

Is it possible for you to assess how well a hiring manager is following the Performance-based Hiring process by uploading a transcript of an actual interview and the performance-based job description to see if it was conducted properly and bias-free?

Assessing and Comparing Candidates

Is it possible to upload transcripts of our candidate interviews for you to assess the candidates using the Quality of Hire Talent Scorecard? How could we also compare other candidates for this role and determine who is the most suitable and the most likely to accept our offer based on career growth vs. compensation max?

Provide Candidates with Win-Win Career Guidance

Please prepare a decision matrix for candidates to compare our opportunity to others the person is considering using the Win-Win Hiring career rubric. Please advise if there are gaps that we need to add if the career move is not clear. As an FYI, our compensation isn't the best but we want the career move to be remarkable.

Overcome Objections and Negotiate Offers

The candidate has raised these concerns about the role (describe them all). How could we handle or rebut these to ensure the candidate does not opt-out of the process before he/she has compete information about the role?

Custom Onboarding Program

Can you create a custom onboarding program for a new hire that aligns with their Key Performance Objectives (KPOs) and ensures they integrate smoothly into the team and culture within the first 90 days?

Performance Management and Employee Development:

Can you develop a performance management and employee development program for the first year, focusing on skill improvement, achieving KPOs, and providing growth opportunities to ensure long-term success?

By following these steps you are assured that you are finding, interviewing and hiring stronger talent. Please try them out and give us your feedback on what works and what doesn't. We'll be happy to let you try out the custom PbHGPT to compare your results.

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. 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.