Everybody Can’t Be a Consultative Salesperson
Sales managers are increasingly rebranding their salespeople as consultative problem solvers, and many managers actually
How to Use Personality Tests for Employee Selection and Rejection
In my experience, most users of personality tests aren’t aware of the practical distinction between
Hiring for Cultural Fit… One More Nonsensical Idea
We all know that human resource departments are fertile ground for fads and notions that
Finding Candidates: It’s More than CAN Do; It’s WILL Do
Once candidates get by the can do hurdle, an effective selection process needs to target
Why Your Selection Process Needs to Focus on Will Do
Most hiring managers are better at evaluating whether or not candidates can do a job
The Most Important (and Easiest to Fix) Cause of Hiring Mistakes
Many organizations, even those using tests as a recruiting tool, continue to struggle with mediocre
Picking a Test that Works and Suits Your Needs, Part 2
Furthering the discussion regarding test validity and reliability, here is a final tip to assist
Picking a Test that Works and Suits Your Needs, Part 1
Trying to navigate through test validity and reliability is a jungle! After reviewing a myriad
How to Get Real Payback from Behavioral Assessment
Are you using some sort of testing to assess candidate or employee behaviors? Recent studies
How to Improve Coaching Success and Satisfaction
Recent studies on the effectiveness of coaching are pretty consistent in telling us that recipients