Three leadership principles that do deliver speed
In a world where competition is fierce and time is always limited, what matters is not only doing things right but, more importantly, doing them fast. Organizations that take too long to make decisions get left behind. Teams that wait until after five meetings to take action miss crucial opportunities. Modern leadership requires a different […]
Is your department Collectively Intelligent?
Collective intelligence enables teams to make better decisions together than individuals alone. It promotes innovation, flexibility, and problem-solving ability. Organizations that harness it remain agile and consistently perform better in a dynamic marketplace.
What if you could predict team performance?
Discover how to use science-based strategies to predict your team’s performance, improve team performance, and accelerate innovation.
What is the difference between personality traits and competencies?
When selecting and developing talent, it is crucial to understand both personality traits and competencies. Personality questionnaires are used to gain insight into character traits, with the implicit assumption that these traits translate directly into mastery of competencies. But does a high score on a personality trait automatically mean that your candidate possesses the corresponding […]
Is your selection interview a reliable predictor or a ritual dance?
The interview plays a crucial role in recruitment and selection. But the question remains: Is the selection interview a reliable predictor of success, or is it nothing more than a ritual dance? The answer is actually quite simple: it depends on the degree of structure. Structured versus unstructured interviews: which works better? Structured interviews are […]
Being aware of unconscious bias in job postings
Unconscious bias in job postings can exclude certain qualified groups. By using inclusive language and objective criteria, companies can attract a more diverse and more qualified applicant pool.
From corvee to quality: The need for professional selection by hiring managers
Despite the importance of hiring managers in choosing the right candidates, they are rarely judged on the quality of their selection decisions. They often use unstructured interviews, which have been shown to be ineffective. This article argues for adopting structured selection procedures to improve the quality of hires.
Someone who worries is not stress-resistant?
We regularly get the question: Is this candidate stress-resistant? The client then defines stress-resistance as staying relaxed under pressure. Always useful, right? Pilots and stress In the past, I have had the opportunity to assess quite a few pilots. Being stress resistant is then one of the selection criteria. The personality trait of being calm […]
More than good intentions: Intentional diversity for innovation and team success
Creating an inclusive corporate culture more than a noble endeavor; it is a crucial strategy for business success. Diversity is not just about ethics; it is an intentional choice that brings a wealth of perspectives, skills, and experiences to an organization. This article explores how intentional diversity can serve as a catalyst for creativity, innovation, and problem-solving.
7 most critical characteristics for selecting Sales
Only 20-30% of Sales Professionals consistently meet or exceed their goals. The likelihood of a Sales Professional’s success appears low. In selection psychology, we speak of a low base rate: few people are suitable. This is reflected in the low conversions of the recruitment funnel.