CTA popup form
Sed ut perspiciatis unde omnis iste natus error sit voluptatem accusantium doloremque laudantium
"*" indicates required fields
The top 4 reasons your job ad isn't attracting the right (or even any!) candidates
While there are many reasons people may not be applying for your job, if your job ad isn’t written to attract the right person in the first place, you’re facing an uphill battle before you’ve even started. Here are four reasons your job ad may be under-performing and what to do about them.
Behavioural job profiling using The Predictive Index
Many of us are familiar with the concept of profiling people. You may even use it in your recruitment process. But is it of as much value as you think it is?
Nigel was the perfect candidate until…
Within three months, he had his clients eating out of his hand. And then the cracks started to appear – cracks that weren’t there (I didn’t think) just a month ago.
Where’s the warranty?
Hardware of all sorts of shapes and sizes come with a warranty and I guess you could argue that probation is a warranty of sorts, but in my experience, the human asset usually starts to play up just after that warranty is expired!
Due diligence - the great contradiction
Are you doing due diligence on your human assets the same way you would a capital asset? Is it enough, given the investment you're about to make?
WA’s skills shortage - does it mean settling?
While employers may need to be more reputation-conscious and “tactical” when advertising job vacancies, there are other ways to attract and keep the right talent. The trouble is, many employers want a quick fix.
Which roles benefit most from PI job assessment?
The better we understand the behavioural demands of a role, the more strategically we can deploy existing, or newly hired, staff.
Sifting fact from fiction when recruiting
Resume spin, or “padding,” occurs even when jobs are plentiful, therefore it’s even more inevitable as candidates cover the gaps and colour their capabilities when supply is higher than demand.
