Picture this: You're in an airplane ready for takeoff. The pilot comes on the intercom and announces that this is his first flight! In the back of your mind you hope he is pretty terrific. Imagine if you discovered that the airline's hiring practices included just two interviews and a reference check! It's comforting to know that a pilot is put through real-world scenarios in a flight simulator that not only 'say' their skills, but 'demonstrate' them as well. Job Simulation
As any hiring manager knows, it is extremely difficult to predict a candidate’s job performance and to judge their personality fit in 40 minutes! Justine Weinhardt from the University of Calgary uses research data to show that despite the popularity of unstructured interviews, they are one of the least effective methods in predicting the success of a job applicant. http://www.theglobeandmail.com/report-on-business/careers/leadership-lab/why-unstructured-job-interviews-are-a-
When I am screening candidates for a search, I like to start at the back of a resume. I am most interested in the person, not just what they have done. Of particular interest is athletic performance. Notable achievements in individual sports and participation on winning team often indicate transferable competencies - goal focused, perseverance, team work. These qualities can be a good predictor of future success. My daughter Andrea got her first job after graduation because
UPDATE: Tim Spence has won!!
Tim is a partner in OMG Onside Marketing Group, a corporate marketing communications agency (http://www.omgcomm.com). With 25 years of senior level experience in marketing, advertising and corporate communications, Tim has assisted both large and small organizations to grow. With his easy going nature, professionalism and integrity, Tim is well respected in the marketing world.
A big thank you to everyone who participated i
Finding the right talent for your team is a challenging process. With fierce competition and a myriad of unqualified candidates vying for the position, finding that one outstanding candidate who will bring your team to the next level can be time-consuming and demanding. A successful and efficient hiring process can be broken down into six main parts, beginning with a job analysis and ending with the job offer. In our series “How to Choose the Right Candidate for the Job,”
Are your employees burning out? According to Huffington Post Canada, many businesses are anticipating growth this year but few are actually planning on doing any hiring. So what does this mean for employees? A survey conducted in November revealed that 70% of employees expected business activity to increase but only 38% expected to do hiring.
In addition, 31% of businesses reported that stress levels among employees were on the rise, and noted a 34% decline in workplace m
The month of January is often a busy time for recruitment, with a huge pool of qualified candidates on the search for a new job. But with the increase in candidates, there is also an increase in competition from other businesses looking to secure new talent for their team. While you may be looking to add new talent, January also presents a new opportunity to assess your current hiring strategy and make valuable improvements. Here are our top 6 tips for better hiring in the
The key to talent management is not only in recruiting skilled leaders to fulfill corporate objectives, but also in retaining those skilled leaders and workers. Staff appreciation is a key factor in staff retention, with the added benefits of a motivated and inspired staff. The holidays present the perfect opportunity to show your appreciation, through holiday parties, staff bonuses or gifts. But remember, staff appreciation should take place throughout the entire year, and
Talent Management is a term used in Human Resources, so if you don't work in that area you might not know about it. In business the term is widely used to describe the overall HR strategy around managing people in the workplace. And here's the reason to sit up and take notice of Talent Management in HR - It's also a key component of a business strategy to differentiate organizations from the competition and can be directly used to achieve desired corporate goals. According t
This article suggests the biggest mistake companies make in HR Management is ignoring Talent Management. This is caused by a limited awareness and understanding, high growth priorities in their business, and lack of experience.
It is better to begin, and build over time, an integrated approach to Talent Management that will include; measurements, career mapping, training, and mentoring. Six tools or program elements are described to help you move from an ad hoc to a strateg