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File: D:/hMailServer/Data/sarahharvey.com/sue/3D/{3D84B326-FC76-4591-BB86-F0ACEFEA791C}.eml
Date: Sat, 1 Aug 2026 15:44:36 +0000 (UTC)
From: Lou Adler via LinkedIn <newsletters-noreply@linkedin.com>
Message-ID: <445585947.23517315.1785599076781@lor1-app160197.prod.linkedin.com>
Subject: What Is "Moneyball for HR!"?
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To: Sue Home <sue@sarahharvey.com>
Require-Recipient-Valid-Since: sue@sarahharvey.com; Wed, 31 Dec 1969 23:59:59 +0000

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Moneyball for HR!

By Lou Adler


By Lou Adler

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   =20
    Read this article on LinkedIn to join the conversation
Read on LinkedIn
https://www.linkedin.com/comm/pulse/what-moneyball-hr-lou-adler-xdezc?lipi=
=3Durn%3Ali%3Apage%3Aemail_email_series_follow_newsletter_02%3BMrM0nJJVSJOb=
3ZDAZO5csA%3D%3D&midToken=3DAQFAbKIssAVDrw&midSig=3D0uFQjdxOHM6so1&trk=3Dem=
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 =20
"Moneyball for HR!" stops two classic hiring mistakes by redefining work as=
 performance metrics not skills. Learn the new math of hiring top performer=
s at next week's workshop. A Type 1 mistakes is hiring the wrong person. A =
Type 2 mistakes is not hiring the best person. The best people typically ar=
en't looking and they most often have non-traditional backgrounds. As a res=
ult most hiring processes are making these two classic mistakes AT SCALE. M=
ost companies aren=E2=80=99t just making bad hires. They=E2=80=99re missing=
 out on exceptional ones. When a new hire underperforms, it=E2=80=99s rarel=
y a mystery. It=E2=80=99s usually a Type 1 hiring mistake (hiring the wrong=
 person): The Dumb Mistakes: Poor team and culture fit that results in fast=
, high-friction failures. The Common Mistakes: Quiet underperformers who in=
terview brilliantly but lack execution power. Stopping Type 1 mistakes stop=
s you from losing ground. But preventing Type 2 mistakes is how you win. A =
Type 2 mistake happens when traditional hiring filters - like requiring arb=
itrary degrees, rigid years of experience, or reliance on gut feel - make t=
he best people invisible. The top candidates are filtered out before they e=
ver reach an interview. Sherlock Holmes explaining the differences between =
good and weak evidence. This free Claude skill allows hiring managers to ev=
aluate the quality of the evidence they've collected to make the yes or no =
hiring decision. It basically conducts a Sherlock Holmes audit of the evide=
nce used to make the hiring decision and describes what's accurate, what's =
biased and what's missing. When the evidence is complete it then accurately=
 predicts Quality of Hire and post-hire Gallup's Q12 engagement scores. The=
 Double-Double Mistake Avoider When you fix these mistakes, you don't just =
eliminate bad hires. You shift your entire performance baseline upward sinc=
e you're also attracting stronger talent in the process. The "Moneyball for=
 HR!" question: What does the person need to do to be considered a great su=
ccess? This is where "Moneyball for HR!" is the key to solving both problem=
s: Define Performance, Not Credentials: Write job descriptions based on key=
 outcomes (KPOs), not arbitrary requirement checklists. This widens the fie=
ld to high performers with non-traditional backgrounds. Assess with Objecti=
ve Evidence: Ditch structured resume interrogation. Use real work examples =
and behavioral debriefs to reveal true capability. Sell the Impact, Not Jus=
t the Paycheck: Top performers want growth and challenge. Pitch the scope o=
f the opportunity to win their buy-in. When you eliminate bad hires and sto=
p filtering out unseen talent, your baseline shifts: your average hire beco=
mes what used to be your Top 25%. None of this is possible using traditiona=
l hiring processes, resume screening filters that are common to both weak a=
nd strong candidates, or some type of personality test that predicts prefer=
ences not competences. It will happen when your company switches to a "Mone=
yball for HR!" approach for hiring. That will be a great day.
Keep reading on LinkedIn
https://www.linkedin.com/comm/pulse/what-moneyball-hr-lou-adler-xdezc?lipi=
=3Durn%3Ali%3Apage%3Aemail_email_series_follow_newsletter_02%3BMrM0nJJVSJOb=
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g-right: 8px;" width=3D"48"> <a href=3D"https://www.linkedin.com/comm/newsl=
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ow_newsletter_02%3BMrM0nJJVSJOb3ZDAZO5csA%3D%3D&amp;midToken=3DAQFAbKIssAVD=
rw&amp;midSig=3D0uFQjdxOHM6so1&amp;trk=3Deml-email_series_follow_newsletter=
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e-lspace: 0pt; mso-table-rspace: 0pt;"> <tbody> <tr> <td style=3D"-webkit-t=
ext-size-adjust: 100%; -ms-text-size-adjust: 100%; mso-table-lspace: 0pt; m=
so-table-rspace: 0pt;"> <a href=3D"https://www.linkedin.com/comm/newsletter=
s/7203805050907889664?lipi=3Durn%3Ali%3Apage%3Aemail_email_series_follow_ne=
wsletter_02%3BMrM0nJJVSJOb3ZDAZO5csA%3D%3D&amp;midToken=3DAQFAbKIssAVDrw&am=
p;midSig=3D0uFQjdxOHM6so1&amp;trk=3Deml-email_series_follow_newsletter_02-n=
ewsletter_entity_lockup-0-newsletter_entity_cta&amp;trkEmail=3Deml-email_se=
ries_follow_newsletter_02-newsletter_entity_lockup-0-newsletter_entity_cta-=
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5" style=3D"padding-bottom: 4px;"> <span class=3D"text-md font-bold text-co=
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ont-size: 16px; font-weight: 600; line-height: 1.25; color: rgba(0, 0, 0, 0=
.9);"> Moneyball for HR! </span> </div> </a> </td> </tr> <tr> <td style=3D"=
-webkit-text-size-adjust: 100%; -ms-text-size-adjust: 100%; mso-table-lspac=
e: 0pt; mso-table-rspace: 0pt;"> <a href=3D"https://www.linkedin.com/comm/n=
ewsletters/7203805050907889664?lipi=3Durn%3Ali%3Apage%3Aemail_email_series_=
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s=3D"text-xs text-color-text-low-emphasis leading-regular" style=3D"font-si=
ze: 12px; line-height: 1.25; color: rgba(0, 0, 0, 0.6);"> "No More Hiring M=
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ions. </span> </a> </td> </tr> </tbody> </table> </td> </tr> </tbody> </tab=
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e: 0pt; mso-table-rspace: 0pt;"> <a href=3D"https://www.linkedin.com/comm/p=
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AQFAbKIssAVDrw&amp;midSig=3D0uFQjdxOHM6so1&amp;trk=3Deml-email_series_follo=
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ze-adjust: 100%; -ms-text-size-adjust: 100%; margin: 0px; font-size: 14px; =
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emFont, 'Segoe UI', Roboto, 'Helvetica Neue', 'Fira Sans', Ubuntu, Oxygen, =
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r> <td style=3D"-webkit-text-size-adjust: 100%; -ms-text-size-adjust: 100%;=
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-lspace: 0pt; mso-table-rspace: 0pt; width: 24px;" width=3D"24"> <a href=3D=
"https://www.linkedin.com/comm/in/louadler?lipi=3Durn%3Ali%3Apage%3Aemail_e=
mail_series_follow_newsletter_02%3BMrM0nJJVSJOb3ZDAZO5csA%3D%3D&amp;midToke=
n=3DAQFAbKIssAVDrw&amp;midSig=3D0uFQjdxOHM6so1&amp;trk=3Deml-email_series_f=
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=3Dbeta&amp;t=3D1VuU6FIwvpwJf1QrsahD4JJecWeHM6AzS9K7Y3S-HmQ" alt=3D"Author =
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e: bicubic; position: relative; display: inline-block; height: 32px; width:=
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ddle; clip-path: circle(50%);" width=3D"32" height=3D"32"> </a> </td> <td s=
tyle=3D"-webkit-text-size-adjust: 100%; -ms-text-size-adjust: 100%; mso-tab=
le-lspace: 0pt; mso-table-rspace: 0pt;"> <a href=3D"https://www.linkedin.co=
m/comm/in/louadler?lipi=3Durn%3Ali%3Apage%3Aemail_email_series_follow_newsl=
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idSig=3D0uFQjdxOHM6so1&amp;trk=3Deml-email_series_follow_newsletter_02-news=
letter_content_preview-0-author_&amp;trkEmail=3Deml-email_series_follow_new=
sletter_02-newsletter_content_preview-0-author_-null-wis8f~msajl3sw~79-null=
-null&amp;eid=3Dwis8f-msajl3sw-79" target=3D"_blank" class=3D"no-underline =
ml-1" style=3D"color: #0a66c2; cursor: pointer; display: inline-block; text=
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0%; margin-left: 8px; text-decoration-line: none;"> <span class=3D"font-san=
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l, sans-serif; font-size: 14px; font-weight: 600; line-height: 1.25; color:=
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%; -ms-text-size-adjust: 100%; mso-table-lspace: 0pt; mso-table-rspace: 0pt=
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system-ui, BlinkMacSystemFont, 'Segoe UI', Roboto, 'Helvetica Neue', 'Fira =
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r-text" style=3D"font-size: 16px; font-weight: 600; line-height: 1.25; colo=
r: rgba(0, 0, 0, 0.9);"> Read this article on LinkedIn to join the conversa=
tion </span> </div> <table role=3D"presentation" valign=3D"top" border=3D"0=
" cellspacing=3D"0" cellpadding=3D"0" width=3D"100%" class=3D"email-button =
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tbody> <tr> <td valign=3D"middle" align=3D"left" style=3D"-webkit-text-size=
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-rspace: 0pt;"> <a href=3D"https://www.linkedin.com/comm/pulse/what-moneyba=
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p;midSig=3D0uFQjdxOHM6so1&amp;trk=3Deml-email_series_follow_newsletter_02-n=
ewsletter_content_preview-0-read_more_banner_cta_&amp;trkEmail=3Deml-email_=
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ta_-null-wis8f~msajl3sw~79-null-null&amp;eid=3Dwis8f-msajl3sw-79" target=3D=
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k; text-decoration: none; -webkit-text-size-adjust: 100%; -ms-text-size-adj=
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: none;"> Read on LinkedIn </span> </a> </td> </tr> </tbody> </table> </a> =
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 text-system-gray-90" style=3D"-webkit-text-size-adjust: 100%; -ms-text-siz=
e-adjust: 100%; mso-table-lspace: 0pt; mso-table-rspace: 0pt; font-family: =
-apple-system, system-ui, BlinkMacSystemFont, 'Segoe UI', Roboto, 'Helvetic=
a Neue', 'Fira Sans', Ubuntu, Oxygen, 'Oxygen Sans', Cantarell, 'Droid Sans=
', 'Apple Color Emoji', 'Segoe UI Emoji', 'Segoe UI Emoji', 'Segoe UI Symbo=
l', 'Lucida Grande', Helvetica, Arial, sans-serif; font-size: 16px; line-he=
ight: 1.5; color: #282828;"> <div data-test-id=3D"publishing-text-block"> <=
p class=3D"m-0 mt-1.5 text-md leading-open" style=3D"font-weight: 400; marg=
in: 0px; margin-top: 12px; font-size: 16px; line-height: 1.5;"> <span class=
=3D"italic" data-test-id=3D"little-text-block" style=3D"font-style: italic;=
">"Moneyball for HR!" stops two classic hiring mistakes by redefining work =
as performance metrics not skills. </span><span class=3D"italic" data-test-=
id=3D"little-text-block" style=3D"font-style: italic;"><a href=3D"https://h=
iring.tips/PerfectHiring_interactive_completre" target=3D"_blank" class=3D"=
inline no-underline cursor-pointer text-color-link font-bold" data-test-id=
=3D"publishing-text-block-link" style=3D"text-decoration: none; -webkit-tex=
t-size-adjust: 100%; -ms-text-size-adjust: 100%; display: inline; cursor: p=
ointer; font-weight: 600; color: #0a66c2; text-decoration-line: none;">Lear=
n the new math of hiring top performers at next week's workshop.</a></span>=
 </p> </div> <div data-test-id=3D"publishing-text-block"> <p class=3D"m-0 m=
t-1.5 text-md leading-open" style=3D"font-weight: 400; margin: 0px; margin-=
top: 12px; font-size: 16px; line-height: 1.5;"> <span class=3D"italic" data=
-test-id=3D"little-text-block" style=3D"font-style: italic;">A Type 1 mista=
kes is hiring the wrong person. A Type 2 mistakes is not hiring the best pe=
rson. The best people typically aren't looking and they most often have non=
-traditional backgrounds. As a result most hiring processes are making thes=
e two classic mistakes AT SCALE.</span><span class=3D"italic" data-test-id=
=3D"little-text-block" style=3D"font-style: italic;"> </span> </p> </div> <=
hr data-test-id=3D"publishing-divider-block" class=3D"my-1 h-[1px] border-0=
 bg-system-gray-60" style=3D"margin-top: 8px; margin-bottom: 8px; height: 1=
px; border-width: 0; background-color: #8c8c8c;"> <div data-test-id=3D"publ=
ishing-text-block"> <p class=3D"m-0 mt-1.5 text-md leading-open" style=3D"f=
ont-weight: 400; margin: 0px; margin-top: 12px; font-size: 16px; line-heigh=
t: 1.5;"> <span class=3D"font-[700]" data-test-id=3D"little-text-block" sty=
le=3D"font-weight: 700;">Most companies aren=E2=80=99t just making bad hire=
s. They=E2=80=99re missing out on exceptional ones.</span> </p> </div> <div=
 data-test-id=3D"publishing-text-block"> <p class=3D"m-0 mt-1.5 text-md lea=
ding-open" style=3D"font-weight: 400; margin: 0px; margin-top: 12px; font-s=
ize: 16px; line-height: 1.5;"> <span class data-test-id=3D"little-text-bloc=
k">When a new hire underperforms, it=E2=80=99s rarely a mystery. It=E2=80=
=99s usually a Type 1 hiring mistake (hiring the wrong person):</span> </p>=
 </div> <div data-test-id=3D"publishing-text-block"> <p class=3D"m-0 mt-1.5=
 text-md leading-open" style=3D"font-weight: 400; margin: 0px; margin-top: =
12px; font-size: 16px; line-height: 1.5;"> <span class data-test-id=3D"litt=
le-text-block"> <ul class=3D"block mt-2 mr-0 ml-3 p-0" data-test-id=3D"litt=
le-template-list-unordered" style=3D"margin-left: 24px; margin-right: 0px; =
margin-top: 16px; display: block; padding: 0px;"> <li class=3D"mt-1.5 ml-2 =
text-md leading-open text-system-gray-90" style=3D"margin-left: 16px; margi=
n-top: 12px; font-size: 16px; line-height: 1.5; color: #282828;"> <span cla=
ss data-test-id=3D"little-text-block">The Dumb Mistakes: Poor team and cult=
ure fit that results in fast, high-friction failures.</span> </li> <li clas=
s=3D"mt-1.5 ml-2 text-md leading-open text-system-gray-90" style=3D"margin-=
left: 16px; margin-top: 12px; font-size: 16px; line-height: 1.5; color: #28=
2828;"> <span class data-test-id=3D"little-text-block">The Common Mistakes:=
 Quiet underperformers who interview brilliantly but lack execution power.<=
/span> </li> </ul> </span> </p> </div> <div data-test-id=3D"publishing-text=
-block"> <blockquote class=3D"block my-3 mx-0 py-0 pr-0 pl-1.5 leading-open=
 not-italic text-cool-gray-80 text-lg font-bold font-sans border-solid bord=
er-0 border-l-4 border-l-system-gray-80" data-test-id=3D"publishing-text-bl=
ock-blockquote" style=3D"margin-left: 0px; margin-right: 0px; margin-top: 2=
4px; margin-bottom: 24px; display: block; border-width: 0; border-left-widt=
h: 4px; border-style: solid; border-left-color: #424242; padding-top: 0px; =
padding-bottom: 0px; padding-left: 12px; padding-right: 0px; font-family: -=
apple-system, system-ui, BlinkMacSystemFont, 'Segoe UI', Roboto, 'Helvetica=
 Neue', 'Fira Sans', Ubuntu, Oxygen, 'Oxygen Sans', Cantarell, 'Droid Sans'=
, 'Apple Color Emoji', 'Segoe UI Emoji', 'Segoe UI Emoji', 'Segoe UI Symbol=
', 'Lucida Grande', Helvetica, Arial, sans-serif; font-size: 20px; font-wei=
ght: 600; font-style: normal; line-height: 1.5; color: #38434f;"> <p class=
=3D"m-0 text-md leading-regular font-medium" style=3D"margin: 0px; font-siz=
e: 16px; font-weight: 500; line-height: 1.25;"> <span class data-test-id=3D=
"little-text-block">Stopping Type 1 mistakes stops you from losing ground. =
But preventing Type 2 mistakes is how you win.</span> </p> </blockquote> </=
div> <div data-test-id=3D"publishing-text-block"> <p class=3D"m-0 mt-1.5 te=
xt-md leading-open" style=3D"font-weight: 400; margin: 0px; margin-top: 12p=
x; font-size: 16px; line-height: 1.5;"> <span class data-test-id=3D"little-=
text-block">A Type 2 mistake happens when traditional hiring filters - like=
 requiring arbitrary degrees, rigid years of experience, or reliance on gut=
 feel - make the best people invisible. The top candidates are filtered out=
 before they ever reach an interview.</span> </p> </div> <div class=3D"pt-2=
" data-test-id=3D"publishing-image-block" style=3D"padding-top: 16px;"> <fi=
gure class=3D"m-0" style=3D"margin: 0px;"> <img class=3D"w-full block max-w=
-full" src=3D"https://media.licdn.com/dms/image/v2/D5612AQFhHQIynE536w/arti=
cle-inline_image-shrink_400_744/B56Z.971ZHKIAY-/0/1785598010697?e=3D1787184=
000&amp;v=3Dbeta&amp;t=3DpgCsTXm-fKTDQ_Ve0uNky90ngoDsaFHVANr5U332mmo" style=
=3D"outline: none; text-decoration: none; -ms-interpolation-mode: bicubic; =
display: block; width: 100%; max-width: 100%;"> <figcaption class=3D"pt-1 f=
ont-sans text-center text-sm text-system-gray-60 leading-regular" data-test=
-id=3D"publishing-image-block-caption" style=3D"padding-top: 8px; text-alig=
n: center; font-family: -apple-system, system-ui, BlinkMacSystemFont, 'Sego=
e UI', Roboto, 'Helvetica Neue', 'Fira Sans', Ubuntu, Oxygen, 'Oxygen Sans'=
, Cantarell, 'Droid Sans', 'Apple Color Emoji', 'Segoe UI Emoji', 'Segoe UI=
 Emoji', 'Segoe UI Symbol', 'Lucida Grande', Helvetica, Arial, sans-serif; =
font-size: 14px; line-height: 1.25; color: #8c8c8c;"> <span class data-test=
-id=3D"little-text-block">Sherlock Holmes explaining the differences betwee=
n good and weak evidence. </span> </figcaption> </figure> </div> <div data-=
test-id=3D"publishing-text-block"> <p class=3D"m-0 mt-1.5 text-md leading-o=
pen" style=3D"font-weight: 400; margin: 0px; margin-top: 12px; font-size: 1=
6px; line-height: 1.5;"> <span class data-test-id=3D"little-text-block"><a =
href=3D"https://hiring.tips/QoH_Claude_install" target=3D"_blank" class=3D"=
inline no-underline cursor-pointer text-color-link font-bold" data-test-id=
=3D"publishing-text-block-link" style=3D"text-decoration: none; -webkit-tex=
t-size-adjust: 100%; -ms-text-size-adjust: 100%; display: inline; cursor: p=
ointer; font-weight: 600; color: #0a66c2; text-decoration-line: none;">This=
 free Claude skill allows hiring managers to evaluate the quality of the ev=
idence they've collected to make the yes or no hiring decision</a></span><s=
pan class data-test-id=3D"little-text-block">. It basically conducts a Sher=
lock Holmes audit of the evidence used to make the hiring decision and desc=
ribes what's accurate, what's biased and what's missing. When the evidence =
is complete it then accurately predicts Quality of Hire and post-hire Gallu=
p's Q12 engagement scores. </span> </p> </div> <span>...</span> </td> </tr>=
 <tr> <td class=3D"pt-2 no-underline" style=3D"-webkit-text-size-adjust: 10=
0%; -ms-text-size-adjust: 100%; mso-table-lspace: 0pt; mso-table-rspace: 0p=
t; padding-top: 16px; text-decoration-line: none;"> <table role=3D"presenta=
tion" valign=3D"top" border=3D"0" cellspacing=3D"0" cellpadding=3D"0" width=
=3D"100%" class=3D"email-button series-content-preview__bottom-cta" data-te=
st-id=3D"email-button" style=3D"-webkit-text-size-adjust: 100%; -ms-text-si=
ze-adjust: 100%; mso-table-lspace: 0pt; mso-table-rspace: 0pt;"> <tbody> <t=
r> <td valign=3D"middle" align=3D"left" style=3D"-webkit-text-size-adjust: =
100%; -ms-text-size-adjust: 100%; mso-table-lspace: 0pt; mso-table-rspace: =
0pt;"> <a href=3D"https://www.linkedin.com/comm/pulse/what-moneyball-hr-lou=
-adler-xdezc?lipi=3Durn%3Ali%3Apage%3Aemail_email_series_follow_newsletter_=
02%3BMrM0nJJVSJOb3ZDAZO5csA%3D%3D&amp;midToken=3DAQFAbKIssAVDrw&amp;midSig=
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l=3D"Open Moneyball for HR! on LinkedIn" class=3D"align-top no-underline " =
style=3D"color: #0a66c2; cursor: pointer; display: inline-block; text-decor=
ation: none; -webkit-text-size-adjust: 100%; -ms-text-size-adjust: 100%; ve=
rtical-align: top; text-decoration-line: none; width: 100%;"> <table role=
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ass=3D"btn-md btn-secondary-emphasis border-color-brand button-link leading=
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est-id=3D"newsletter-content-preview-redesign-bottom-cta" style=3D"-webkit-=
text-size-adjust: 100%; -ms-text-size-adjust: 100%; mso-table-lspace: 0pt; =
mso-table-rspace: 0pt; height: min-content; border-radius: 24px; padding-to=
p: 12px; padding-bottom: 12px; padding-left: 24px; padding-right: 24px; tex=
t-align: center; font-size: 16px; font-weight: 600; cursor: pointer; text-d=
ecoration-line: none; background-color: rgba(0, 0, 0, 0); color: #0a66c2; b=
order-width: 1px; border-style: solid; border-color: #0a66c2; font-family: =
-apple-system, system-ui, BlinkMacSystemFont, 'Segoe UI', Roboto, 'Helvetic=
a Neue', 'Fira Sans', Ubuntu, Oxygen, 'Oxygen Sans', Cantarell, 'Droid Sans=
', 'Apple Color Emoji', 'Segoe UI Emoji', 'Segoe UI Emoji', 'Segoe UI Symbo=
l', 'Lucida Grande', Helvetica, Arial, sans-serif; line-height: 1.25; min-h=
eight: auto !important; box-shadow: 0 0 #0000, 0 0 #0000, 0 0 #0000 !import=
ant;"> <a href=3D"https://www.linkedin.com/comm/pulse/what-moneyball-hr-lou=
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02%3BMrM0nJJVSJOb3ZDAZO5csA%3D%3D&amp;midToken=3DAQFAbKIssAVDrw&amp;midSig=
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jl3sw~79-null-null&amp;eid=3Dwis8f-msajl3sw-79" target=3D"_blank" tabindex=
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xt-size-adjust: 100%; -ms-text-size-adjust: 100%; text-decoration-line: non=
e; width: 100%;"> <span class=3D"no-underline text-color-brand" style=3D"co=
lor: #0a66c2; text-decoration-line: none;"> Keep reading on LinkedIn </span=
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align=3D"top" border=3D"0" cellspacing=3D"0" cellpadding=3D"0" width=3D"100=
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