Editor's Note

The cost of a single bad hire can range up to 5x the hire’s annual salary (SHRM). Making the wrong executive hire can be costly on multiple levels: company morale, resources to replace the hire, productivity, time, and money.

There’s hiring based on charisma in which a candidate’s personality charms interviewers into hiring them only to find later that their abilities are more stylistic than substantive. Even experienced executives can overlook asking tough interview questions, leading to a bad fit for all involved. The other extreme is hiring based only on one’s resume, which, on the surface would appear to be a sound strategy. Hire a person based on qualifications, right? Yet, while credentials show evidence of qualification, it’s too easy to overlook other things—such as lack of leadership skills. Finally, there’s the crony hire. We’ve all seen it, executives hiring their friends. Though most do this, some successfully, the practice of hiring friendly, like minds often leads to groupthink which can cause company leadership to repeat mistakes.

This month's cover article Lessons Learned From A Failed Hire by Dan Grosh talks about the measures that can be taken to reduce the number of replacement hires at the executive level, and understand the key lessons learned.

Moving on there is Michael Choi's article Debunking The Top 3 Myths About Tech Hires, where he will tell how to broaden your tech talent pool. And, Michelle Silverstein’s article How To Measure Your Offer Acceptance Rate, where she talks about how to make more informed hiring decisions.

Also read Claire McTaggart's The New Recruiter: How Automation Is Changing The Hiring Game and Sharon Boner's Video Interviews Increases Team Participation, Engagement And Transparency, among others featured in this edition of Talent Acquisition Excellence.

As always, happy reading and don't forget to send us your feedback.