Rick YvanovichRegional National DirectorWith the Profiles International South East Asia Blog, it is our mission to help organizational leaders and HR professionals improve their performance and workforce productivity.
Standardized interviews, questionnaires, complex scoring systems, background checks, drug tests and personality assessments — Corporate America has certainly engineered what should be a fool-proof process to help companies avoid hiring the wrong person.
Despite all of these processes and platforms, companies can still miss red flags in the hiring process, in fact, 66 percent of U.S. employers have been affected by a bad hire in the last year. And hiring errors come at a cost: a bad hire can cost a company as much as $50,000.
Luckily, picking up on warning signals is not difficult provided you practice keen observation and listening skills throughout the interview. Remember that a warning signal is not a 100 percent confirmation that there is a problem. Always consider any of the fairly defensible explanations that may have led to an interview blunder, such as an innocent misunderstandings or a classic case of nerves.
Here is an activity. Identify a leader who you know well and complete this sentence: “Enter Leader’s Name could achieve even greater success if he/she did Fill in the Blank.” Sometimes, leaders do not realize that their style of leadership can be perceived as wrong or flawed. Perception is reality! Edward L. Flom wrote “One of the hardest tasks of leadership is understanding that you are not what you are, but what you’re perceived to be by others.”
Talent management solutions provider, Profiles International, announced Kris Dunn as the keynote speaker for their 2014 World Conference, hosted in Fort Worth, January 16-18. Dunn will deliver his keynote on "The 9 Faces of HR" to over 300 conference attendees.
In his professional career, Dunn has led HR practices in Fortune 500 organizations and venture capital-held startups. He believes the key to great business results is to get great people, then do as much as possible to maximize their motivation, performance, and effectiveness.
You applied, you interviewed, and you got the job; however, after celebrating, the panic attack hits. Starting a new job can be extremely exciting and stressful all at the same time. What will you wear the first day? Will you fit in with the other employees? Who do you ask when you have questions? Answers to some of these questions will take patience and time, but there are a few things that you can do to make transitioning into your new position a little less stressful.
We have all heard the saying “Knowledge is power,” but at times we become lazy and forget the power of learning. Most of us start out at a new job eager to learn the ins and outs of our new employer. In the initial training and development program, we tend to be more tentative and receptive of the information we are being provided.
I recently returned from exhibiting on behalf of Profiles at HR Technology Conference in Las Vegas. I was lucky to be chosen to attend, as this is the highest-attended conference of its kind. I love any opportunity to learn more about the industry I work in, latest trends, and of course, observing what our competitors, colleagues, and industry friends are doing to stay competitive in the market.
Global assessment solutions provider, Profiles International, recently announced the promotion of Dr. Scott Hamilton from Chief Research Officer to the role of Chief Science Officer.
In his previous role as CRO, Dr. Hamilton was instrumental in the creation, development, and implementation of Profiles International assessments in more than 130 countries. Dr. Hamilton oversaw all aspects of assessment development while supervising the research and development team.
The truth and relevance of this quote is undeniable. Managers and executives oversee large numbers of employees, strategic plans and company processes. There is no way they have time to have their hands in everything. Delegating is a benefit to all involved if it is done right. It gives executives a chance to take a load off of their plates, and it gives employees an opportunity to do something new.
We recently wrote about the explosion of big data and its effects on human resources. HR metrics are the foundation of HR data analysis. They are also the only concrete way to measure the effectiveness of your HR efforts.
Too often I hear of people who are held back because they feared the unknown; they did not want to leave their comfort zone. Fear is a natural defense mechanism that has saved our bacon on more than one occasion, but it also prevents us from moving in a more progressive direction. I found it funny that more people fear public speaking than they do dying, which means you have less fear of being in the coffin than being the person providing the eulogy.
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