CATEGORY: Recruiting

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What is more important: Knowledge, Skills or Abilities? Can you choose?

Posted by Michael D. Haberman

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Most human resources professionals and managers are familiar with the acronym KSAs, which stands for knowledge, skills, and abilities. We hire on the basis of KSAs. We promote on the basis of KSAs, generally anyway. Often these terms are used almost interchangeably, or in just one big mouthful of KSAs, without making a distinction between the terms. Distinctions are important, however, particularly if you are trying to determine the traits a candidate or employee possesses. Let’s look at the distinctions. Knowledge According to Dictionary.com, knowledge is defined as: Acquaintance with facts, truths, or principles, as from study or investigation; general erudition. I will illustrate with a personal example. In my younger days, I [...]
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5 Interview Questions to Determine the Motivational Profile of a Candidate

Posted by Lisa Perrin

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How would you like to have a few magical interview questions that give you insights about a candidate’s behavior that skills testing can’t? It is said that attitude and behavior are what make a person stay with a company. Skills can be trained, but attitude and personality come from within—so, I want to share with you five short questions you can use in a 15-minute interview to determine whether a person has the right attitude, motivation, and behavior that match a job position. The truth is that, despite all the skills tests developed, one thing is still hard to measure. And that is… Motivation. When people talk, they not only transmit ‘raw’ information, but they also teach you a few lessons about themselves. More precis [...]
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How to Stop Candidates from Gaming the Interview Process

Posted by Chris Fields

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Breaking News! People lie during job interviews. Some companies also lie during job interviews, but we’re not discussing lies, per say, today, we are discussing “gaming the interview.” You may be wondering what that even means. Well, gaming the interview happens when a candidate doesn’t flat out lie yet gives a response that can be misinterpreted to get the job. For example, if you ask candidates why they want the position, they might say, “I am passionate about this kind of work.” Well maybe they are, but you can’t prove passion, and the word “passion” has become an overused cliché. What is Gaming the Interview? “Gaming the interview” is not the same as the gamification of the hiring process. Some companies do [...]
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Measure What Matters – Why Interviews Are Unreliable

Posted by Michael D. Haberman

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“An interview can profoundly affect the candidate's decision to join or not to join a company.” --Interview EDGE, Volume 2, Number 6 Interviews are universally used by companies to make selection decisions on candidates, but, as the quote above states, candidates also use the interview to make their selection decisions on which company they will join. If interviews are so important, why is the interview process so universally bad and an unreliable predictor of the success of a candidate? The interview is a test The interview is a test under the Uniform Guidelines on Employee Selection Procedures. It is used to determine if employers are discriminatory in their hiring procedures. The “test” must meet the standard of being both [...]
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Hire for the Skills. Not for the Title.

Posted by Eric Friedman

  Once upon a time, a manager was a manager. Organizations had clear hierarchies, and job titles indicated an employee’s experience and level of responsibility, and they meant the same thing to anyone reading a résumé. Not anymore. Today, employment is more fragmented, and a job seeker’s work experience might include freelancing, entrepreneurship, a traditional 9-to-5 job or a combination of all three. In start-up companies, workers often take on jobs that never existed before and wear many hats. Their jobs evolve quickly. Nothing is traditional about what they do, and their self-created job titles—such as “influencer,” “strategist” and “professional evangelist”—reflect these changes. A freelancer, working a [...]
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Don’t DIY Your Employment Tests

Posted by Melissa Fairman

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Like many HR pros, I have lived the “Skilled Labor Hard to Find” headlines.  At one company, we had a hard time finding employees with strong math and computer skills. The HR team set out to “solve” this gap by analyzing our locations: Which had high turnover? Low turnover? Which was most productive? Which had the least errors? We reviewed a lot of data (this company had 100+ locations) and settled on a list of locations we wanted to visit. One location in the Northeast had great productivity numbers, low error rates, and low employee turnover, so we asked the manager for his secret.  He explained that he had a rigorous hiring process: Everyone started as temps so he could “test” them out. After 6 months, if th [...]
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The Top Ten Skills That Employers Want [Part 2]

Posted by Michael D. Haberman

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Many people, including me, have conjectured the skill sets needed to remain employed in the future. One thing is clear: Specific technical skills won’t help you survive. With the fast pace of change today, honing in on one specific technical skill will lead to disaster. By the time you master one technical skill, it will likely become as outdated as last year’s app on your phone. Therefore, I take the same approach when choosing my people. In the first part of this article, I mentioned that hard skills are not enough.  If you want to develop an active team who will get on well and cooperate at a deeper level, you need to hire individuals with empathy, intuition or creativity. Here are the next five skills employees need to thriv [...]
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The Top Ten Skills That Employers Want [Part 1]

Posted by Michael D. Haberman

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Rapidly changing technology is in the news every day. Headlines about robots replacing workers, AI taking work from office workers, and driverless trucks and cars are making workers and employers wonder what skills will be necessary to keep people employed. If only HR recruiters had a checklist that could precisely tell them what to look for when selecting their candidates. With so many requirements, recruiters can easily fall into the trap of wanting “everything” from “everybody”. But the truth is, most employers want only ten valuable skills. Below is a list I compiled from a variety of sources. To fend off the robot coming to take your job, you need to have more “people” skills than technical skills. If you read my po [...]
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