Have you heard of the “Hire to Hurt” recruiting strategy? I recently came across an article talking about taking bold steps executing talent recruiting strategies. The core strategy of that article was to boldly hire all the key staff away from your competitor so much so that it begins to hurt your competitor and drive … Continue reading A Bold and Brilliant HR Strategy or a really Risky (Silly?) one?
2014 is quickly coming to a close and a brand new year will be upon us very soon. Many of us are already thinking of setting new goals, new objectives and planning our new year resolutions for 2015. For those of you working in the corporate world, there will be new targets and new objectives … Continue reading Stretch goals. Boon or Bane?
Do you know the true cost of a bad hire? Sadly, most of us don’t. If you did a search on Google, you will find all kinds of estimates and suggestions regarding the negative financial impact of bad hires. Some have even suggested that the cost of a bad hire can be up to twenty … Continue reading How Much is Your Bad Hire Costing You?
(This article received over 6,709 views and 215 Likes on LinkedIn) Over the years, I’ve seen the good, the bad and the ugly sides of interviews — both as a job candidate when I was still slogging it out in the corporate world, and as an Interviewer as a Hiring Manager. I’ve worked alongside many … Continue reading The 3 Biggest Mistakes Most Interviewers Make
So far we have covered Culture, Attitude and Aptitude in our previous articles. The final piece of the CAAP® Foundation is PERSONALITY. If you missed the previous articles, read them here: Culture, Attitude, Aptitude So what is Personality and why is it so important? According to Peter Gray, a professor of psychology with the Boston … Continue reading Why You Should Hire for Personality
The Guy Who Could Not Learn Many years ago, I hired a guy who had more than 10 years of working experience and all the relevant technical qualifications and certifications. He did well in the interviews but there was one particular area that I completely overlooked — he worked almost exclusively by himself for most … Continue reading Why You Should Hire for APTITUDE
In my previous article, I talked about Culture. If you missed it, you can read it here. Today we will examine the next attribute – Attitude. So what is Attitude? Attitude is something that is notoriously difficult to define. It is something that you know it when you see it and it is usually not … Continue reading What is ATTITUDE?
Lately, I’ve been seeing some articles calling recruiters and hiring managers to hire for attitude but not for aptitude. Honestly, I have been quite ruffled and disturbed by this strange trend of reasoning. One article had the following statement: “Hire for attitude, not aptitude. Knowledge and skills are certainly important for making a long-term hire, … Continue reading Culture, Attitude, Aptitude, Personality. Do You Know the Difference?
How do you craft highly focused, effective and relevant interview questions? That’s a common question I get from my workshop participants and clients. Crafting interview questions is not rocket science. It is actually very simple once you understand the basic rules of crafting good questions. Most HR Professionals and Hiring Managers I know do not … Continue reading 3 Simple Steps to Highly Focused, Effective & Relevant Interview Questions
Yes, Purple Cow. This was a concept popularized by Seth Godin in his bestselling book Purple Cow. The basic concept of the Purple Cow is to stand out and be insanely different from your competitors. According to Godin, the world is full of mediocrity and if you want to be successful in business or in … Continue reading Are You Looking for your next Purple Cow?
