by Roelf | Jun 13, 2022 | Recruiting Effectiveness
Performance Drivers One by One - Exhibitiing People Smarts In the last decades, article after article, Internet post after Internet post, academic research study after academic research study have stressed the importance of ‘people or soft’ skills as a...
by Roelf | Jun 13, 2022 | Recruiting Effectiveness
Performance Drivers One by One - Cogntive Ability Different roles have different requirements for ‘how’ the people in them need to be ‘smart”. As a result, there is no simple ‘rule’ recruiters can follow for matching a...
by Roelf | Jun 13, 2022 | Recruiting Effectiveness
Performance Drivers One by One An extensive review of a number of widely used recruiting tools (e.g. psychometric instruments, ability tests and so on), done by a panel of very experienced recruiters (thousands of recruiting assignments over the years) created a...
by Roelf | Jun 13, 2022 | Recruiting Effectiveness
Recruiting and the Iceberg Model V2022 Recruiters need to understand the relationship between what drives an individual to perform on the job, and the actual performance requirements of an open role. At its core, recruiting is about making a prediction between about...
by RoelfW | Sep 11, 2018 | Life Long Learner, Managing Talented People, Organizational Effectiveness, Recruiting Effectiveness, Talent Management (HR)
Most managers and human resource recruiters hire for appearance. The keyword screening algorithms used to reduce the number of resumes to a manageable number have contributed to this. Managers and recruiters are not deliberately trying to do less than their best...
by RoelfW | Aug 7, 2018 | Business Dynamics, Finding Talent - Recruiting, Life Long Learner, Managerial Effectiveness, Recruiting Effectiveness
The Change in Talent Pool will Make All Recruiting More Difficult Demographics tell us that the absolute number of people making up the talent pool in Canada and the Unites States is decreasing. Baby boomers are finally leaving it. Recent immigrants, although...
