There is no shortage of hiring assessment tools in the market to support with those crucial hiring decisions, so how do you know which tool is going to be most suited to your company needs? Do you rely on the tried and tested, tools like Saville, SHL or Hogan who have been around for many[…]
Although this article from the Harvard Business Review on preventing bad hires is pretty old, it’s nevertheless still highly relevant in today’s world. The piece makes some timeless, but simple points that are too often overlooked in a hiring process, resulting in a hiring disaster. Know what you’re looking for Quite often the source of a[…]
They say first impressions count. This is probably never more pronounced than in the job interview. It’s a judgemental process, and as humans we’re all fallible to unconscious bias. Most firms will take many steps to ensure they’re making the most informed decision they can when hiring into their teams, carefully assessing to understand an[…]
This, Google’s famous billboard mathematical riddle, is a sensational example of how useful gamification in recruiting can be. In 2004, Google invited people to solve a series of equations thinking – correctly – that those who had the brains and the motivation to reach the end would make great candidates. Both parties would benefit from this:[…]
Talent management is one of the things CEOs worry about most, and yet companies often spend very little time onboarding their new employees. The most effective organizations onboard new hires for the duration of their first year — their most vulnerable period — and focus on three key dimensions: the organizational, the technical, and the[…]
Here in Silicon Valley, startups that succeed run lean. When Instagram was bought for $1 billion by Facebook in 2013, it had just 13 employees. You can understand, then, how essential it is for startups to hire home-run employees. But even larger, established companies can’t afford the high price of poor performers. Zappos CEO Tony Hsieh once estimated[…]