recruiting

Organization innovation dies when industry myopia prevails

Industry myopia is business risk.   People who grow in one industry or cycle through only one industry may seem safe to hire, because they may slot in quicker or bring competitive advantage, but industry myopia rarely meets innovation’s need to break things to start over or to view things from a new angle.  Innovation depends on [...]

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Recap: Emotional Intelligence

Social intelligence, social competence, emotional competence, interpersonal intelligence, intrapersonal intelligence, emotional adaptiveness, emotional quotient, emotional intelligence, EQ, and EI.  There are many schools and many thoughts about what is and is not emotional intelligence.  And just as many tools that attempt to measure, monitor, and predict the impact of emotional intelligence. For me, Emotional Intelligence [...]

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Hiring the right person is more cultural than technical

As mentioned in the post Hiring is more emotional than rational technical skill rarely assures success in an organization.  There are just too many elements that impact someone’s success that are more important than technical fit.  Many times when you plant an individual into a team, business unit, or client site there is potential damage that no [...]

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Evaluating risk: financial models versus competency models, part 2

Models attempt to identify the assets that have value.  How to manage those assets.  And how to strategically turn these assets into money.  This is a 2nd, follow-up, post comparing financial models to competency models to evaluate risk. As I mentioned in that post, typical financial models and their build-outs inherently ignore important aspects of [...]

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Hiring the right person is more emotional than rational

You have to assume every person you interview has the technical skill to do the job.  Once past the traditional human resources gate-keeper by the time you meet a candidate they have the skills.  When assessing a hire it is not only technical skill that keys your decision, it is about integration or how they [...]

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The Unemployed Will Not Be Considered – 3 Views

This morning I read something that made me hold my, very hot, coffee in my mouth longer than I expected as I processed their information. Laura Bassett of the Huffington Post reports “Disturbing Job Ads:  The Unemployed Will Not Be Considered“. Ms. Bassett comments on a job board search for quality engineer that notes states:  [...]

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Low risk, low return human resources

My 11-odd-years in business and talent management consulting [the other 9 in marketing] have shown a few disturbing trends that I see from most poorly-run companies.  These type of organizations, across all industries, ascribe to, what they believe is a low risk strategy, but in reality it is a low return strategy for human resources: [...]

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The NFL draft and your company recruiting strategy (round 2)

The NFL draft reveals all things wrong with talent acquisition and recruiting. Looking at how an NFL team drafts provides terrific insight into what you and your company can improve upon. I wrote in the last blog, The NFL draft and your company recruiting strategy round 1, a sample list of the assessments an NFL [...]

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Why Startups Should ALWAYS Compromise When Hiring? — Never!

Reading a blog on the venture capital website Start Up Hire called: Should Startups Compromise When Hiring? I found a reference to a blog Dharmesh Shah, Chief Technology Officer & Founder of Hubspot* and Onstartups.com, wrote, “Why Startups Should ALWAYS Compromise When Hiring?”. I posted a comment to the blog as I felt Start Up [...]

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Emotion versus intelligence – the tortoise and the hare

In a prior post I advocate emotional intelligence as a more important quality job interview criteria than a corporate or team culture fit. What is emotional intelligence or EI? And what does the EI vs. IQ debate mean? Where IQ intends to measure the ability to reason deductively or inductively. Much has come to light [...]

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