Category Archives: Uncategorized

Employee Retention Strategies: What is Performance Profiling?

In a previous blog  post, I introduced you to Performance Profiling  and described it as the alternative to using a personality test (otherwise known as either a psychological or psychometric test). In that article, I also mentioned that the technique of Performance Profiling was developed especially to help organizations implement successful employee retention strategies by linking together recruitment and management into one cohesive process. The performance profiling technique helps organizations improve both job applicant screening and employee management through a better understanding of both job applicants and employees in each of the following areas: Core behavioral traits and motivations Role-related […]

Why Is a Performance Appraisal Like a Tree?

We all appreciate a beautiful healthy tree. Tall with leaves and branches stretching up to the sky to take advantage of the sun, wind, and rain. But that is only part of the picture. The hidden aspect of the tree plays an integral role in its successful growth. Below the ground, hidden from our view, will be a multi-faceted, strong, deep, far-reaching, and ever-growing root system. This is the key, the basis for success or failure. If this foundation is lacking or hindered, then the tree will not grow, but will wither and die. Outward and Inward Talent Likewise, the talent of each of our employees […]

Are Personality Tests A Successful Employee Selection Technique?

Companies worldwide have used personality tests (otherwise known as either psychological or psychometric tests) as an employee selection technique for a long time, with limited success. Any successful employee retention strategy needs to take into account the fact that high employee turnover rates are caused primarily by two issues: Recruitment Methodologies Management Techniques To be successful, shortcomings in both these areas need to be identified and addressed. Yet, in most organizations, these are managed as two separate activities.     When you integrate the two, however, you discover that a successful employee retention strategy contains both of the following: Employees have to […]

Employee Turnover Rates: How To Calculate

In a world where high employee turnover rates have become pervasive,    more and more managers are regularly monitoring their employee turnover. On the face of it, the calculation of employee turnover should be straightforward. Nevertheless, we will be showing you that matters are not always quite so simple. Employee Start or End Dates? The first decision you need to make to calculate employee turnover rates correctly is whether to base your calculations on employee start or end dates. In this regard, we suggest you follow the practice set down by the Society for Human Resource Management (SHRM) and always use employment […]

Employee Retention Strategies: Why Employee Turnover Rates Matter

Employee retention is all about developing a strategy that enables an organization to retain the services of high performing employees for as long as it is mutually beneficial to both the employer and the employee. Over the past twenty years, the length of time people stay in one job is becoming shorter with each passing year. As a result, talent retention has suffered. In response to this, more and more managers now place greater emphasis on the implementation of effective employee retention programs and use performance profiling to monitor regularly employee turnover rates. But, what’s all the fuss about? Isn’t the fact […]

Too Many Résumés

The Search for Trivia, not Talent In a recent article first published on LinkedIn, Laszlo Bock Senior Vice President of People Operation at Google wrote a paper entitled “Five errors that immediately get your résumé rejected at Google”. In this article, he says, “I’ve personally reviewed more than 20,000 résumés. And at Google we sometimes get more than 50,000 résumés in a single week. What’s most depressing is that I can tell from the résumés that many of these are good, even great, people. But in a fiercely competitive labor market, hiring managers don’t need to compromise on quality. All it […]

Recognizing Talent

The Résumé Avalanche In a recent article first published on LinkedIn, Laszlo Bock, Senior Vice President of People Operation at Google wrote a paper entitled “Five errors that immediately get your résumé rejected at Google”. This paper describes how, because, in recent years, recruiters at Google have been faced with so many résumés, they have been forced to stop looking for reasons why a candidate should be interviewed and have become focused on looking for reasons to discard candidates. Unfortunately, this practice has become ubiquitous and is now followed by recruiters in the majority of organizations. When you speak to […]

How to Recruit People with the “Right” Motivations

Do we know ourselves? It’s not too big a leap to appreciate that the priority we each place on motivational factors such as money, status, home life, and competiveness, to name but a few, will have a major impact on the objectives we set ourselves and on the way in which we behave, including the way in which we relate to and treat others. From this, we can see that understanding what motivates a job applicant will be essential if we are to recruit talent that will make a real contribution towards the success of the organization. Yet, the fact […]

Drowning in Résumés?

Character and Values are Vital Ask any recruiter whether character and values are important, and they will all vigorously confirm that this in indeed the case. Yet, in spite of this, recruiters still rely mainly on the résumé as the main source of information they use as they build a shortlist of candidates to interview. There are two obvious problems here: (1)   Résumés don’t contain any useful information when it comes to an objective evaluation of an applicant’s character. (Notice that I use the word character as opposed to personality to denote some appreciation as to what is going on […]

Managing Technological Change

The Collingridge Dilemma This dilemma was originally formulated by David Collingridge of the Technology Policy Unit within the University of Aston, UK and described in his book entitled, “The Social Control of Technology”. It highlights the following double-blind problem faced by anyone trying to manage the impact of technological change: Information Problem The impact of technological change cannot be properly predicted until the technology is well established. Power Problem Changing technology is difficult once it has become entrenched. While David Collingridge formulated his ideas in terms of technological change, the dilemma he describes applies to all facets of change management […]