To some people, it is often very surprising that well-intentioned leaders make poor decisions. One way of explaining this, is our influence of innate biases. Unconscious biases are those that occur automatically, triggered by our brain making quick judgments of people and situations based on previously determined judgments or socially accepted norms while disregarding any […]
When interviewing as part of the hiring process, there are ways in which to make them more effective. It is important to note however, that interview data used on their own can be problematic (See our article Optimise your hiring process), but in conjunction with other data, they can add value. Broadly speaking, there are […]
Most companies have a standard hiring process. After CVs are screened by recruiters and sent to the person in charge of the hiring at the organisation, interviews are conducted with the shortlisted candidates. Based on the outcome of the interview, those candidates who are rated at a satisfactory level proceed to the next step, which […]
In most organisations that utilise psychometric data as part of the hiring process, the data is only used for selection purposes. Taking into account that assessments are often relatively expensive and that results are still valid after the individual has joined the organisation, it seems like a waste to not reuse the data for other […]
Poor succession planning can have detrimental effects for an organisation such as reputational damage, profit loss and structural inefficiencies.
Talent reviews are a critical step in Succession Planning and are used to discuss talent information from many different perspectives. Instead of solely relying on one person’s perception, the power of team-based decision-making is leveraged, and used to improve the accuracy of organisational decisions.