If there’s one situation that’s guaranteed to make managers and CEOs alike break out in a sweat, it’s an open position that goes unfilled for too long. The pressure to fill open jobs quickly is real, and with good reason; the costs of empty positions are very real too: Reduced revenue Increased overtime costs Lost productivity Uncertainty for clients and … Read More
Testing 1-2-3: The Dos and Don’ts of Job Fit Assessment Tests
Chances are when you graduated college you thought your days of taking tests were over. Then you decided to enter the workforce and discovered that your test-taking days were in fact just beginning. But now the stakes are even higher; in many cases your success in landing that job you want depends less on your skills and experience, and more … Read More
Is a Prospective Employee’s Fit More Important Than His Or Her Resume?
With hiring managers across the country projecting uncomfortable retention rates this year, the HR community in general is ripe with discussions on hiring practices and techniques. One common theme that emerges time and again is the concept of hiring based on the “fit” of the candidate with the culture and goals of the company. As the founder of a company … Read More
Hiring an Assistant Store Manager? Here’s Your Ideal Candidate According to Behavioral Science
This another instalment in a blog in a series about “ideal candidates”. We take a position, run it through TalentSorter’s scientific algorithm, and provide you with the behavioral characteristics of an “ideal candidate” (note: download the full report at the bottom of the post). Because of the way TalentSorter has been designed, it is able to compare the personality traits … Read More
Top 10 Hiring Myths: Busted
Are you hiring the best talent for your business? If you are evaluating candidates based on traditional measures, you may be making a costly mistake. We’ll help you tap the top talent and boost productivity by busting 10 popular hiring myths. Myth #1 – The position requires a candidate with at least 3-5 years’ experience It’s tempting to rely on … Read More
10 Examples of Innovative HR Practices and Policies that Amplify Success
An eight-to-five work schedule, with two weeks off a year, and a corner desk were once considered perks to a job, creating satisfaction and loyalty. Not anymore. Today, especially with Millennials transforming the workplace, potential employees are searching for more of a work/life integration, and a greater sense of fulfillment from their jobs. The structure of work has broken down and shifted, … Read More
The Easy Route to Blowing the Doors Off Your Sales Plan
Truth is, that’s likely the defect rate in your company’s hiring decisions. If your organization is normal, your hit rate – unqualified success for both the organization and the new hire, where the new employee becomes a solid contributor – is about 20%. One in five. Most people spend more time and effort to check the specs on a $5,000 … Read More
Psychometric Testing and Assessments: the Super Heroes of Hiring
HR professionals realize the importance of hiring the best person for a position. They also know it’s not easy. Even if the applicant shows up with a flawless resume and breezes through the interview questions like a champ, he or she could still end up being, well, a big dud. In fact, it’s estimated by Harvard Business Review that as many as … Read More
Hidden Talent: The ROI of Harnessing Diff-abilities
It’s funny how work can take you in some unexpected directions, if you’re open to it. Last summer, I reached out to Joe Dale, the Executive Director of the Ontario Disabilities Employment Network. We’d originally been introduced years previously, and much as I admired his mission (helping employers place people with ‘disabilities’ into meaningful work), we just didn’t have the … Read More
Those Pesky Millennials and their Whiny Demands
(NOTE: This post was originally posted on HiringSmart.com by Sue Edwards) This generation of Millennials has a laundry list of expectations about their new hire experience. They are looking to be “onboarded” thoroughly. They want to feel connected to their work. They are looking for meaning. They need constant coddling and feedback. Are you and your managers up for it? … Read More