Candidates on blind dates
Blind dates are sometimes good, usually bad, and always weird at the beginning. So are many interviews between a candidate and a hiring company. If you have never been on…
How you hire the best-ever Sales Manager
Welcome to the Club. It’s a club of Hiring Managers and recruiters who are desperately looking to hire a new breed of Sales Managers. I attended a networking event yesterday…
What if you had a crystal ball when hiring staff?
Well, what does this crystal ball say about the candidate you are about to hire? We all know that hiring people is a calculated risk. But how do you “calculate”…
There’s nothing wrong with having a gap between jobs
You might find yourself between jobs because that was what you wanted, and it was your own decision to take a break. Good for you. But these days, with the…
World Class online cloud assessment tools for HR and Hiring Managers now available in Thailand
The Predictive Index assessment tools help you select the best candidates and applicants. You can stop guessing; stop trusting your guts, and stop being an amateur hiring manager.
Even small and medium-sized companies can now use the same tools that the world’s largest multinational and conglomerates have done successfully for years and years. (more…)
Too many employers treat candidates like dirt
Bad hiring practises ruin your company’s image and brand. Full stop! Why do top executives let this happen?
Should I ever trust my gut feeling when interviewing candidates?
The short answer is no and never! Using your gut is similar to scratching the surface of something; to examine and discover only the superficial aspects of something or in this case a candidate. You would be better off flipping a coin; at least you have 50% chance of getting it right.
We call it the Four A Syndrome, because when you trust your gut, you are assessing a candidate’s presentation skills over business performance and substance. The four A’s are: (more…)
Candidates think you are doing a miserable job when interviewing
This is what typically happens: the interviewer picks up the resume from the secretary or the HR department on the way to the interview.
The preparation is the time it takes to walk to the meeting room. Without having given any real thought on the questions to ask it does not take long before the interviewer runs out of questions and continues with a long and winding presentation about the company and the products. (more…)
Lack of feedback to candidates by today’s HR and recruitment professionals is quite appalling
If you want to know why recruiters in corporate Talent Acquisition departments and recruitment firms are considered in the same undesirable league as unscrupulous real estate agents and sleazy second-hand car salespeople, be ready for a blunt wake-up call.
Candidates complain to me that way too many HR people, Talent Acquisition departments, and Recruitment firms do not keep them updated on the hiring process. I just came out of an interview with a senior manager who took a day off to meet the multi-national industry leader about a big job; this meeting took place two months ago. Since then, no email nor phone call, no feedback or update what so ever. (more…)