Leveraging Data and Psychology to Drive Performance and Reduce Hiring Costs Let’s be blunt for a minute. Despite the unprecedented […]
Finding the right person for your organization is crucial. Unfortunately, it can cost way more time and money to hire […]
Every company wants to avoid mistakes, especially when they’re hiring. If they don’t get it right, it’s costly. We know, […]
Every recruitment process needs to have a strong interview stage. Behavioural interview questions are some of the best questions to […]
We’re too subjective when it comes to selecting applicants for a job. Do you have objectivity built into your hiring process?
People decisions are too important to make without important information like who they are i.e. their traits, natural motivators and communication style. Without this information, we are gambling with the odds against us and too much at stake.
Why do we expect people to change – after we hire them? Are we being reasonable or realistic?
We want to rely on the information we gather – especially when it comes to experience. There isn’t much to go by except what we read in a resume and answers in the interview. That’s not enough if we don’t really know the person, specifically, their natural motivators.
Introverts can “disappear” if we don’t encourage them to interact and create an environment for them to thrive. It’s not complicated, if you think about it.
Pigeonholing is the product of making judgments about someone based on limited information. It is something that we all do […]