We are the least intentional about the most important part of the hiring process – knowing the person behind the resume. We shouldn’t be surprised when it turns out “they weren’t right for the job.” Fortunately, there is a way to figure this out before we invest our valuable time and effort in recruitment.

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.

Every manager knows there’s a price to pay if someone is either overwhelmed by the job, or the role isn’t enough to keep them engaged. Setting realistic expectations may be a good thing – but how? Here is a measurement which can tell us if there’s a healthy match between expectations and requirements.

Though it plays a part, there is more to project management than the skills required; and its more than experience ….

Good managers are a different breed. What makes them unique? That’s important to figure out. Here’s what a global corporation discovered ….