In my last blog post I wrote about recruiting being a human function and the role that gut feel plays in decision making. A reader kindly pointed out to me the importance of considering the “halo effect” and the temptation to choose people we like at interview. The Halo Effect The halo effect has been
Oblog
Productivity – Are You Living On The Edge?
When I was young I enjoyed watching American wrestling on TV. Although the action was a little -shall we say – rehearsed, there were some great characters and plots which made many of the era’s wrestler’s household names. They would regularly spend more time hyping the action than actually getting involved in it. This led
The Real Cost of Bad Culture
Culture is a word that continues to confuse and bemuse many people and businesses alike. Leaders strive to create a culture that will set them apart from the pack with terms such as “high performing culture” regularly bandied about on company websites. But what does it really mean? Culture can be loosely defined as a
Recruiters – Are We Afraid Of Change?
Recently I went to a seminar on the Future of Recruitment with Greg Savage as the keynote speaker. He is one of the most motivational and inspirational speakers of our industry and always speaks with passion, enthusiasm and honesty. He challenged the notion that the way we have typically recruited in the past will not
Recruiting – Making The Right Decision
Recruitment is a human function. Gut feel still plays a major role in most hiring decisions, despite the many attempts to put science around it. Skills based performance testing, psychological assessments and the like certainly have a valid role to play in the recruitment process, but at the end of the day recruitment is about
When To Lead and When To Manage?
A very wise man once told me that management was measured by efficiency and leadership was measured by morale. This simple sentence has stayed with me for many years and I believe that it is extremely pertinent and relevant. When people are placed in management roles, they tend to get very confused by these two
Improving Team Performance – Provide More Training or Encourage More Practice?
I do believe training can help improve team performance and is a key aspect of a leaders’ role to invest in the skills of their people… but it is not easy at all. I’ve lost count of the number of internal training sessions I’ve delivered over the years. I’ve also authorised many external training days
Who Is Your Real Competition?
Many businesses spend considerable time focusing on where they are placed in their specific market or markets. Market driven analytics is an industry in itself and businesses regularly like to know where they are placed against their competition. Benchmarking this is important and knowing where and what to improve becomes a key business objective in
The Killer Employee Survey
Many organisations are already conducting Employee Surveys every 12-24 months in order to gain feedback from Employees. They are commonly referred to as Engagement or Culture surveys, and are often relatively lengthy. When used correctly, they can be great. With incorrect use, they can send an organisation into a tail-spin even Maverick (think Top Gun)