Getting stuck is frustrating. But it doesn’t make sense if there’s a way out. Does this happen in hiring?

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.

In hiring, everyone starts with resumes – good information, but not enough – and not the most important insights you need to make the right decision. What’s missing? Why does it matter? What can be done about it?

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 ….

The advantage of personality assessment is lost without a benchmark for the job i.e. the ideal personality for the position. With a job model in place, every applicant can be considered based on fit.