Metrics Metrics are good. They make us do something that psychologists call “operationalize”. Operationalize isn’t some complicated Freudian notion. It… Read more By our metrics we shall be known: selection for the knowledge industries of the global information age
Job descriptions ~ good and bad I picked up a reference to a job description for a Social Network Manager… Read more 2 occasions to use a person specification; 3 ways to select with job descriptions
HR standard letters are **** [fill in the word] I am sure that some time in your life, you have… Read more Reject your applicants? Why not invite them to something else?
One of the biggest complaints we hear from businesses is that they cannot hire the skills they want in the… Read more Beating the odds in recruitment and selection
st There is much talk about whether employers google candidates, whether they should google candidates and whether it is legal… Read more Should you google a candidate in a selection exercise?
We’ve been trained to think that we know what must be done One of the hardest concepts to grasp in… Read more Tough concepts in positive psychology: whose competence is being tested in an interview