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Candidate Selection Process Strategy

How the College Admissions Scandal Impacts How You Hire New Employees

The recent college admissions scandal brings to mind something many of us don’t want to think about — the fact that many successful people use their money, status, and influence for less-than-noble means. On the surface, you’d never know it, either, until it all blows up like it has recently. The harsh reality is that

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Candidate Selection Process Strategy

Avoid Playing the Blame Game With Your Next Hire

You know the conversation well. Employee rushes in late for the 8:00 am conference call. “Sorry I’m running late…” as he nearly drops his coffee across the conference room table, “traffic was a nightmare!” Isn’t traffic a nightmare, though? Sure it is. But do all employees rush in late because of it? Blame and Defensiveness

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Closing the Deal with Candidates

Is Your Candidate is a Team Player?

Assessing teamwork ability in potential employees can be tricky. Without the chance to truly witness your candidates interacting with others in the workplace, you must rely on interview questions, references, and assessment tests. The first two should focus on candidates’ past performance in previous jobs. Getting the applicant and, if possible, their past supervisors to

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Checking Candidate References

3 Ways Pre-Employment Assessments Can Reveal Red Flags

Recent incidents of violence around the country remind us of the fact that people can have dark qualities to their personalities. Those tendencies can hamper performance on the job and interpersonal relations within an organization. Aptitude tests can help uncover potentially threatening or relevant information about a candidate’s attitude as part of the interview process.

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Candidate Selection Process Strategy

How to Spot Talented Managers

The process of hiring managers can be more difficult than hiring other employees. Both the process and the selection have an extra weight to them, thanks to the nature of the position. You will be working more closely with these individuals and it is essential they are capable of teaching and directing others. Discovering which

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On Hiring Millennials in the Workplace
Candidate Selection Process Strategy

5 Things You Need to Know About Hiring Millennials

Millennials, or those age 21-36, are now the largest segment of the U.S. workforce. As Baby Boomers retire, this generation is only going to grow in its power and influence. The lifestyle of these digital natives is very different than the generations that came before them, which can lead to conflicts and misunderstandings in the

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Woman shaking hands with a prospective employer during a first meeting interview.
Finding Top Quality Candidates

Interviewing for Attitude Issues: 6 Steps

Attitude is one of those things that oftentimes get by interviewers in the interview phase. Candidates are on their best behavior in an interview and so it’s not always easy to spot red flags or areas of concern. Mark Murphy wrote a terrific book on interviewing for attitude, which I highly recommend. His company, Leadership IQ conducted

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Tech talent in the workplace brings unique talent
Candidate Selection Process Strategy

3 Reasons to Consider Personality When Hiring

Why Do We Care About Personality in the Workplace? Personality is a fun topic to discuss, and it does have some real meaning in the workplace so it’s wise to evaluate how a candidate’s personality factors into the position you’re considering them for. when hiring a new employee. Here are are few questions to ask

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Finding Top Quality Candidates

Part IV: The Supporter / Empathy Personality

The Supporter/Empathy Quadrant is also known as the “Supporter,” “Amiable,” “Phlegmatic,” or “Relater” Quadrant. These people tend to be interested in pleasing and caring for others, reconciling differences, working out disagreements, smoothing people, supporting others, helping, consensus building and keeping the peace. These people are usually less interested in (and often poor at) asserting themselves,

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