Comments on: Experience Without Performance is Doomed to Fail http://www.ere.net/2007/08/29/experience-without-performance-is-doomed-to-fail/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Josie Erent http://www.ere.net/2007/08/29/experience-without-performance-is-doomed-to-fail/comment-page-1/#comment-3088 Josie Erent Thu, 30 Aug 2007 09:58:00 +0000 http://www.ere.net/2007/08/29/experience-without-performance-is-doomed-to-fail/#comment-3088 The outsider in most cases is very experienced. However, it is the corporate culture that causes the failure of many successful experience individuals. Most cultures hate change and hate new people......coming into a company. Classic example Moore Corporation and IBM. Most of these individuals are not trusted and destined to fail so experience has really nothing to do with this subject. The insider has obvious advantages in terms of acceptance having worked within this culture for many years. However, the insider does not guarantee change or robust perforance that the shareholders demand. The outsider in most cases is very experienced. However, it is the corporate culture that causes the failure of many successful experience individuals.

Most cultures hate change and hate new people……coming into a company. Classic example Moore Corporation and IBM.

Most of these individuals are not trusted and destined to fail so experience has really nothing to do with this subject.

The insider has obvious advantages in terms of acceptance having worked within this culture for many years. However, the insider does not guarantee change or robust perforance that the shareholders demand.

]]> By: Jim Cargill http://www.ere.net/2007/08/29/experience-without-performance-is-doomed-to-fail/comment-page-1/#comment-3087 Jim Cargill Thu, 30 Aug 2007 04:31:00 +0000 http://www.ere.net/2007/08/29/experience-without-performance-is-doomed-to-fail/#comment-3087 Man, what great comments,and insightful recommendations! I have to re-touch the figures quoted by the author, though. Although the result of survey data, that does not make them correct. Think about it for a minute. If 90% of internal promotions were truly 'successful', there would be few TPR agencies, and almost no in-house recruiting function. ERE would not exist. 'The Peter Principle', and 'The Peter Prescription' would never have been written, nor the dozens (hundreds?) of successful books which followed on the same subject. When erroneous information is used to develop programs, the programs seldom perform well. I like many of the ideas and comments in the articles, yet have some trouble getting past the flawed figures. Just my .02 worth, and I will not bring it up again. Man, what great comments,and insightful recommendations!

I have to re-touch the figures quoted by the author, though. Although the result of survey data, that does not make them correct. Think about it for a minute. If 90% of internal promotions were truly ‘successful’, there would be few TPR agencies, and almost no in-house recruiting function. ERE would not exist. ‘The Peter Principle’, and ‘The Peter Prescription’ would never have been written, nor the dozens (hundreds?) of successful books which followed on the same subject.

When erroneous information is used to develop programs, the programs seldom perform well. I like many of the ideas and comments in the articles, yet have some trouble getting past the flawed figures. Just my .02 worth, and I will not bring it up again.

]]> By: Jim Doherty http://www.ere.net/2007/08/29/experience-without-performance-is-doomed-to-fail/comment-page-1/#comment-3085 Jim Doherty Wed, 29 Aug 2007 01:08:00 +0000 http://www.ere.net/2007/08/29/experience-without-performance-is-doomed-to-fail/#comment-3085 As you distill the data down as to why the internal hire success rate is higher than the external rate one item really jumps out at me. Yes, it is good policy to promote and move people internally as well as less expensive. But the larger factor, I believe, is hiring internally is about risk management -- it is the safe choice. The other aspect is the first hand knowledge/familiarity you have of the individual. That is also a key factor in why referrals by employees have a higher success rate. You tend to hire those you know more about than those you know less about. Risk management, safe choices. What's the fix - take more time and effort to learn about candidates. This is not a sprint. It is not a marathon either. Deliberate, swift, decisive. Every interaction with a candidate is a data point. Even scheduling an interview, debriefing an interview. Yes, more interactions = more confident conclusions. As you distill the data down as to why the internal hire success rate is higher than the external rate one item really jumps out at me. Yes, it is good policy to promote and move people internally as well as less expensive.
But the larger factor, I believe, is hiring internally is about risk management — it is the safe choice.
The other aspect is the first hand knowledge/familiarity you have of the individual. That is also a key factor in why referrals by employees have a higher success rate.
You tend to hire those you know more about than those you know less about.
Risk management, safe choices.
What’s the fix – take more time and effort to learn about candidates. This is not a sprint. It is not a marathon either. Deliberate, swift, decisive.
Every interaction with a candidate is a data point. Even scheduling an interview, debriefing an interview.
Yes, more interactions = more confident conclusions.

]]>