Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
Turnover can kill you. The cost comes from either (a) the loss of high performance from great people leaving or (b) the expense of time and money finding replacements.
How much control do you have over this? More than you think. BNET recently quoted a Harvard survey that found 80% of turnover is due to hiring mistakes. That is something you can improve whether you have a recruiting staff or not.
One good tip provided here is very important, but rationalized inadequately. A story is told of Google asking about “extracurricular experience.” This is to find people who have done “interesting things,” because – and this is the critical point left unstressed – “they seem to make a better connection with the community here.” That was quoting from Arnnon Geshuri, the Google staffing director. The bigger point is that you have a work community, so be ready with questions that will help you determine if the candidate will fit in with the community.
It does no good to hire a lone wolf high performer in a company that functions best in a process involving highly integrated work teams. And you don’t hire an excellent bureaucrat to function well in an entrepreneurial environment. Ask questions that do not telegraph the answer you are looking for. Instead, ask a lot of questions like, “What would you do if you were working in our company and this happened…?”
Posted on: January 15, 2008 09:54 PM |
Permalink