The Hiring Blog
Hiring for Fit in a World of Change
For many years, organizations looked for candidates who could fit into an existing company culture and organizational structure, in roles that would remain relatively static. In effect, they hired candidates who would maintain the status quo.
The Most Overlooked Leadership Skill
Even if they outsource the preliminary steps involved, such as identifying and screening candidates and assessing their hard skills, leaders must eventually make the ultimate decision about which candidate to hire.
The Job Posting: A Missed Opportunity to Assess Fit
Most organizations and job candidates wait until the interview stage to assess fit. Until then, they focus on the hard skills required for a particular role. But interviews provide only a limited opportunity to assess a candidate’s behaviour and personality traits in relation to the job. The organization and the candidate can start to assess fit at a much earlier stage of the hiring process by including an initial assessment in the job posting.
Hiring for a Post-Pandemic World
During this unprecedented global crisis, we’ve seen inspiring examples of initiative, integrity, resilience, adaptability, creativity, patience and empathy from all kinds of leaders, young and old. Times like this challenge all of us to demonstrate such traits, and they’re rightly valued and celebrated in our leaders.
Because of the lengthy crisis cycle, organizations will have to regroup before the crisis has ended. As they do, they will have a unique opportunity to change their hiring priorities, placing greater emphasis on the essential traits that helped to get us through this period. And emerging from this crisis, organizations will continue to regroup, reshape their post-crisis culture and regain profitability.
Employment Uncertainty – And What You Can Do About It Now
Faced with a continuing global pandemic over a prolonged period, we foresee significant upheavals in employment. Organizations will lay off some staff and reposition others. That doesn’t mean that they will stop hiring new employees, but they will do it selectively. They will modify their organizational structures, for example, to weather the crisis and then select top talent to fill newly designed roles.
HIRING: Are you prepared to make the final decision?
It happens even in the best of organizations: A senior position needs to be filled. A team is formed to take responsibility for hiring the right candidate. It may include the CEO, the head of HR, the hiring manager and a search firm. The process looks straightforward, but for some reason, things go terribly wrong.
Hiring Effective Leaders: Five Key Insights
In their search for a candidate for a particular leadership role, many companies try to find one who has acquired 100% of the hard skills in an organization of a similar size in the same sector. I have termed this “same to same hiring,” and it often doesn’t work. Even a candidate with a striking match of hard skills and sector experience may still fail in the role.
There’s a better way to do it.
To Assess Fit, Ask the Right Questions
Behavioural questions have become a common tool for assessing fit in interviews. But do they work?
Interviews provide a great opportunity to gain insight into the personalities of potential employees. However, to exploit this opportunity, interviewers have the challenge of designing the most effective interview questions.
Should I Stay, or Should I Go?
Have you just had a really bad day at work? Are you losing sleep and feeling unappreciated or overworked? Is the grass starting to look greener elsewhere? In our career consulting, outplacement and executive search practices, we see many people who have made career missteps because of hasty decisions about staying or leaving.
While there are no hard and fast rules for when you should make a move, here are a few considerations:
Who Can Do the Best Job?
AVOIDING THE SAME-TO-SAME HIRING TRAP
Why do many tracking professionals, who are generally very keen to learn new skills themselves, apply hiring practices that eliminate high-achieving candidates with the same enthusiasm for learning?
The answer lies in the over-reliance on same-to-same hiring.