Often when you consider a candidate for a new job or an employee for a promotion you consider the interaction you had with him or her. If it has been limited and in a specific context (such as one interview), you make up your mind about what you saw. For instance, this is a highly confident but respectful person.Read more
A 3 min excerpt from an interview of Ken Lane, director of talent acquisition at Cliffs Natural Resources an international mining and natural resources company. A member of the S&P 500 Index, the Company is a major global iron ore producer and a significant producer of high- and low-volatile metallurgical coal.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.