A recent study of over 500,000 test results through our ASSESS competency based personality assessment challenges the conventional wisdom about differences among generations – While differences among generations certainly exist, it is competencies that matter more than a person’s age. Our paper details the key competencies exhibited by successful restaurant workers regardless of generation.
we wanted to share our latest Business Impact Presentation. The attached presentation includes statistics from The Aberdeen Group, which is a well-respected provider of fact based business intelligence research, about the impact of using assessments in organizations.
Our go-to assessment for hiring service industry workers is PeopleCLUES. A division of the PeopleMatter Institute.
Recently, the PeopleMatter Institute got 1,000 service-industry employers to tell them everything about their employee hiring — what they’re doing, what’s working and what’s keeping them up at night. Please take note of how many companies that employ more than 50 staff are using an online application system to cut admin cost and get better hires.
This week I am reading an interesting book by Pamela Meyer, “Liespotting, Proven Techniques to Detect Deception”. The key concept of this book is the psychological construct, the Truth Bias. So, what is the Truth Bias?
Psychologists define this bias as, unless we’re given a reason to believe otherwise, human beings (Kiwis in particular) are generally hardwired to assume that what we are told is the truth and what we see is real. People tend to want to believe what Continue reading →
Although referrals from professional and social networks can be the best method for finding candidates for an open position, a job ad can also successfully bring the right candidate to your company. When a job ad fails, it’s usually because of five common mistakes.
Keep the following reasons why some ads don’t work in mind the next time you post a job ad offline or online:
In the recent past, many companies looking to recruit were forced to use conventional methods of written applications and face to face interviews. If they were pursuing candidates from other geographical areas they would need to use telephone interviews, or time consuming Skype interviews. This is a highly inefficient use of time encouraging Hiring Managers to rush through the process. In many cases this would lead to hiring a “horror story” and costly exit strategies. Internet technology has introduced a Continue reading →
I have spent the last 20 years studying what science tells us is the best way to hire (or the things we should not do). This has been supported with practical ‘real life’ experience working with hundreds of clients. I have witnessed three common traps that surface time and time again. Here they are:
1. Managers tend to hire their own image.
2. Decision to hire is based on how well a candidate ‘performs’ at interview.
3. Hiring Managers Place Continue reading →