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 […]
In today’s workforce, Baby Boomers are beginning to exit the workforce. With their physical exit so too does their knowledge and skills… This steady decline is expected to continue until around 2050.
Smart companies know that they’re only as good as their best workers, and will prioritise seeking out the cream of the crop for their organisations. Ask any business about its top challenges for the future, and the odds are good that recruiting and retaining human capital – in short, sourcing Top Talent – are somewhere on that list.