Testing for integrity is always a good place to start. Recruiting is about more than just finding a skill set that you need. Organisational fit is equally, or perhaps even more important. And the first thing we want to know is whether our potential hire can be trusted to do the right thing, even when no-one is looking.
Job Fit Assessment ensures that you are getting the right person in the job by using psychometric testing techniques that offer valuable hiring insights into candidate personality traits and their organisational fit.
Any interviewing process exposes recruiters and hiring managers to cognitive biases – psychological errors of judgement that are the source of all sorts of untruths. Exclusively relying only on your gut feeling could be costing you a good hire.
Behavioural Interviewing is understanding how someone will behave in a certain situation based on how they’ve behaved in the past. Here are four interview questions that will enable you to ‘test’ the candidate and five things you’ll learn from each question if you listen properly. That’s uncovering 20 behaviours and/or personality traits in just four questions! At the end of the day, you’re recruiting a person, not just a skill set.
What can Winnie the Pooh, Piglet and Tigger teach us about effective leadership? And team behaviour? Well, quite a lot it seems. For starters, we know that Tigger will be the one posting inappropriate content. And Owl and Rabbit have the potential to drive everyone mad. And Pooh thinks injecting bleach sounds like a good idea. Thank goodness for Christopher Robin!
These past weeks have been surreal, to say the least. All of us have been riding the wave of uncertainty, fear, inertia and hope as we come to terms with this new way of living. It is easy to stay stuck on what we are losing… But I can’t help but wonder about what we are gaining and learning.
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