John Sullivan wrote an interesting list of "Leading-edge Candidate Screening, Interviewing, and Assessment Practices". Our top 3:Read more
The neuroscience of love is a fascinating subject, summarized in this short video from Scientific American below. You can see why we prefer some people and not others. That is exactly why when you interview candidates-even if you don't 'fall' in love with them-you always have preferences, and those will impact your judgment. So what can we do about it?Read more
After reading an article about Harvard Business School admissions, where about 12% of applicants are accepted, I think all organizations can learn one thing regarding recommendations or reference checking, and one thing about motivation assessment.
When I saw the chart below, it became clear to me why third party recruiters still have such a share,.... they spend more of their budget on assessing candidates and making sure the quality is there. As long as most of the budget of corporations is spent on sourcing (job boards, print,...), they can't claim the strategic relevance and role search firms have. To learn how companies improve quality of hire, read our white paper on it here.Read more
An interesting new study from the Northern Illinois University’s College of Business, showed that " 10-minute perusal of Facebook pages were actually a stronger predictor of a candidate’s likelihood to excel in a job than the personality surveys that many companies require job candidates to complete."Read more
The resume is not dead, at least not for some creative people shown in Business Insider, have a look below, pretty interesting! Maybe a good way to better assess candidates, make better talent decisions and select which candidate references you can ask to participate to your digital reference checking and what to ask them.Read more