Three leadership principles that do deliver speed
Floor it! 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 […]
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, improving team performance and accelerating innovation.
What is the difference between personality traits and competencies?
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 often the implicit assumption that these traits translate directly into mastery of competencies. But does a high score on a […]
Is your selection interview a reliable predictor or a ritual dance?
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 […]
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. Often, they use unstructured interviews, which have been proven to be ineffective. This article argues for the adoption of structured selection procedures to enhance the quality of new hires.
Someone who worries is not stressed?
Someone who worries, is not stressed? We frequently get the question: is this candidate stress-resistant? The client then defines stress resistance as staying relaxed under pressure. Always helpful, right? Pilots and stress I have had the opportunity to assess quite a few pilots. Being stress-resistant is then one of the selection criteria. The personality trait […]
More than good intentions: Intentional diversity for innovation and team success
Creating an inclusive corporate culture is 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 an organization a wealth of perspectives, skills, and experiences. This article explores how intentional diversity can work 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 being successful appears to be low. In selection psychology, we speak of a low base rate: few people are suitable. This is reflected in the poor conversions of the recruitment funnel.
