On a fairly regular basis, I get the question back, “Well, how am I supposed to address problems if I can’t be critical?” It’s a fair question and one that a lot of us struggle to answer.
DIFFERENCES BETWEEN FEEDBACK AND CRITICISM
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SHOULD YOU HIRE PEOPLE THAT ARE SMARTER THAN YOU?
Hire people who are smarter than you! In doing so, you prevent limiting the organization to the level of your own ability—and you grow the capabilities of your company.
HOW TO BE A GOOD LEADER
I was recently working with a group of new Vice Presidents, helping them get a better understanding of their role. After three days of intensive training and casework, I was asked: “George, if you had to give us just three behaviors that would, in your opinion, define a good leader, what would they be?”.
TO FIND DIAMONDS IN THE ROUGH, LOOK AT ABILITIES, NOT RESUMES
2018 has been a challenging year for hiring, as demand now exceeds the number of unemployed in the US. Yet, even today, the hiring process is built on a model that has been around for decades: take in resumes, read them over
CAN YOU PREDICT WHICH CANDIDATES WILL BE THE MOST ENGAGED EMPLOYEES?
As a broad range of research consistently demonstrates, engaged associates are happier at work, less cynical and have a positive impact on the morale of their colleagues.
WHY USE ASSESSMENTS WHEN HIRING?
Companies that spend 2% of their time recruiting and 75% of their time managing their recruiting mistakes don’t have the right people-
Richard Fairbank, CEO, Capital One
SMART PEOPLE LIKE RAY DALIO REQUIRE MANAGERS TO USE ASSESSMENTS. SO WHY DON’T YOU?
Companies that spend 2% of their time recruiting and 75% of their time managing their recruiting mistakes don’t have the right people-
Richard Fairbank, CEO, Capital One
PRE-EMPLOYMENT ASSESSMENTS FOR EXECUTIVES
While many companies experience significant benefits from pre-employment assessments, they frequently administer these only for entry- to mid-level roles. However, there seems to be a good deal of reluctance to assess executives.
THE DISC PROFILE SHOULD NOT BE USED FOR EMPLOYEE SCREENING
There are several reasons why a DISC assessment test doesn’t work for the employee screening process. Employers use the DISC assessment because it is user-friendly. Most DISC assessments require only 10 to 15 minutes to complete, and the questions are very easy to understand.
ASSESSMENTS ENHANCE THE HIRING PROCESS
Hiring is complex because people are complex. There are many factors that go into a hiring decision: resumes, interviews, references, assessment scores, education, previous roles – the list could go on.