In hiring, bias is bad. There are no two ways about it. Be it unconscious or conscious, bias gets in the way and stops us from making the right hiring decisions. But we've all got it!
The typical job interview process fixates on ensuring that new hires are technically competent. Only 11% of respondents in the study cited technical competence (or a lack thereof) as the reason for an employee leaving.
It seems as though every month there’s a new approach to recruiting. The beer test, video interviews, assignments… candidates never know what to expect. These various approaches are often driven by recruiting managers to find the people they need – but leave everyone else in the process confused and unsure in which direction to go… […]
How often do you recruit based on talent alone? You might think, always! But the truth is it’s probably less often than you would like to admit. Opening your eyes to a new pool of talent will help you to develop a more inclusive, diverse workplace.
As a recruitment and retention coach, clients often come to me having experienced a recruitment failure. In fact, 85% of HR decision makers admit that their organisations have made recruitment mistakes.
Our workforce is fragile – with a severe talent shortage predicted for the UK post-Brexit. How can we protect our teams and organisations from the changes that many believe are just around the corner?
The world of work is changing, and so are candidates... What skills will they need? Persistence and curiosity says Eric Schmidt, former CEO of Google. But how can we attract these top candidates and identify who to hire?
There has been a rise in The Beer Test where a candidate is invited to join the team for lunch or a drink, in order to test-drive them and see if they can get on with colleagues in a more relaxed, social setting. How accurate is it? Find out more ...
Recruiting has personal and financial costs that we often don't think about. The results of miss-hiring are significant.
What exactly is "Blind Recruitment" and how can you find your ideal candidate without being able to see? I trialled the approach on a senior role with surprising results!