No business can succeed without the right blend of people. Introverts and extroverts bring very different skills, ideas and personal qualities to the table, which every team and business needs to succeed.
Richard Branson's refreshingly anti-establishment approach to business and hiring top talent was eloquently concluded in his recent LinkedIn blog post with a quote by Apple's Dan Jacobs: “It’s better to have a hole in your team than an asshole in your team!”
In a world where we want the fastest, easiest solution and we want it now, it is often interactions with people that make all the difference. What can you do to engage your employees so that your business and service is highly memorable?
Irrespective of location, language and culture, it is possible for us all to speak one common language. LAB Profile motivational patterns can be translated in every language, which means that when you want to assign a task to a freelancer anywhere in the world, all you need to do is listen to how they speak.
The 2013 Hay's survey again shows that we are in something of an employment paradox; despite relatively high unemployment levels, the war for talent has risen from 20% in 2009 to 62% in 2013. This problem could be minimised by putting less focus on Skills and Experience, and moving Attitudes and Motivations to at least an equal standing.
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The long awaited spring of 2013 has arrived and with it good news from a recent BBC report that UK hiring plans are at a 19 month high in the UK.
If you are interested to know what the trends in hiring and retaining talent are in 2013, take a look at this short video clip.
When you cast the net looking for fresh talent to join your organisation in the unpredictable and chaotic business and economic conditions we are experiencing, how do you find and assess them? To future proof your talent pipeline, here are 3 recruitment strategies industry business leaders have recently adopted.
The newly-launched Hays Global Skills Index 2012 has suggested that there is ‘a fundamental mismatch between the skills needed, and the ability of systems (such as education systems) to balance that’. Could the talent gap be minimised by focussing in equal measure on the candidates’ values, motivations and attitude – as well as their skills and experience?
A multitude of methods, tools and techniques are available to recruiters and hiring managers to minimise the risk of poor hiring decisions. By detecting and analysing someone’s Language and Behavioural sub-conscious patterns, employers will know before hiring someone what sort of working relationship there will be and, most importantly, if the candidate wants to do the job.