When you think of a job advert, it’s usually skills based. Only a small section of the usual job advert is given to describing a candidate’s attitude or approach to work. Yet this is usually the most important part of hiring!
The typical job interview process fixates on ensuring that new hires are technically competent. Only 11% of respondents in the study cited technical competence (or a lack thereof) as the reason for an employee leaving.
It seems as though every month there’s a new approach to recruiting. The beer test, video interviews, assignments… candidates never know what to expect. These various approaches are often driven by recruiting managers to find the people they need – but leave everyone else in the process confused and unsure in which direction to go… […]
As a recruitment and retention coach, clients often come to me having experienced a recruitment failure. In fact, 85% of HR decision makers admit that their organisations have made recruitment mistakes.
The recruitment process is often a long and difficult journey. For a tech start-up the challenges are greater than for most when competing for high quality candidates. Here's how a CEO overcame them ...
Words have power. They have the power to make or break someone’s career or send your business down the pan. When writing a job advert, it’s important to consider the long term.
There are plenty of models and research available around how to identify who will fit into your workplace culture when recruiting. But when it comes to the crunch time, do these really apply?
If you ask 10 people what motivates them at work, it’s unlikely that all of their answers will be the same. We’re all wired differently and all respond in different ways to various motivational techniques. More importantly, we all need different things from our jobs to remain motivated – some of us might be thrilled by […]
Who do you think is more likely to be successful in business: an introvert, or an extravert? Firstly, let’s take a quick look at the characteristics that these two are likely to have using the Myers Briggs / Carl Jung interpretation of these traits.
Employers now understand that a candidate’s skills and competencies are less desirable qualities to rely on in the workplace when compared to motivations and attitude. The problem hiring managers now face, is just how do you judge someone’s attitude and motivation?