When Situational Leadership goes wrong; totally!
Don’t blame your staff. When a leadership style does not appear to work and leaves the team or individuals dysfunctional, it’s not the time to point a finger at them.…
4 excellent ways you can use to improve hiring accuracy
If you know where a person falls on a scale of low to high on these four factors, you possess an incredible knowledge about what it would be like to…
If you are not using psychometric assessment for hiring – you might as well flip a coin
Have you ever used a coin, heads or tails, to help you decide? Using a coin is a form of decision making which inherently has just two possible outcomes. Not…
Candidates on blind dates
Blind dates are sometimes good, usually bad, and always weird at the beginning. So are many interviews between a candidate and a hiring company. If you have never been on…
How you hire the best-ever Sales Manager
Welcome to the Club. It’s a club of Hiring Managers and recruiters who are desperately looking to hire a new breed of Sales Managers. I attended a networking event yesterday…
What if you had a crystal ball when hiring staff?
Well, what does this crystal ball say about the candidate you are about to hire? We all know that hiring people is a calculated risk. But how do you “calculate”…
There’s nothing wrong with having a gap between jobs
You might find yourself between jobs because that was what you wanted, and it was your own decision to take a break. Good for you. But these days, with the…
World Class online cloud assessment tools for HR and Hiring Managers now available in Thailand
The Predictive Index assessment tools help you select the best candidates and applicants. You can stop guessing; stop trusting your guts, and stop being an amateur hiring manager.
Even small and medium-sized companies can now use the same tools that the world’s largest multinational and conglomerates have done successfully for years and years. (more…)
Too many employers treat candidates like dirt
Bad hiring practises ruin your company’s image and brand. Full stop! Why do top executives let this happen?
Should I ever trust my gut feeling when interviewing candidates?
The short answer is no and never! Using your gut is similar to scratching the surface of something; to examine and discover only the superficial aspects of something or in this case a candidate. You would be better off flipping a coin; at least you have 50% chance of getting it right.
We call it the Four A Syndrome, because when you trust your gut, you are assessing a candidate’s presentation skills over business performance and substance. The four A’s are: (more…)