Selecting the right talent for your organization requires thorough evaluations and accurate measurements. Today’s companies use a variety of assessment methods to determine a candidate’s skill level, competencies, and behaviors in a variety of work scenarios. Discover the types of assessments being used for candidate evaluation and how to create your own assessment strategy.
I can remember the first time I received a call for a reference on a former employee. I was early in my career working as an assistant manager at a shop in the mall and happened to be next to my general manager as I took the call. Once my GM heard the nature of the call, he snatched away the phone to handle it himself. “Yes, the employee worked here from April until September. Yes, I’d hire them again. No, I can’t give you any further details about that employee.”
That’s what I overheard from outside that conversation. Once he hung up the phone, my manager then gave me a quick development talk, explaining the potential legal issues and the exact process my company had for reference checks.
The ability to learn on the job, much less be identified and developed for a future leadership position, can be difficult for employees, regardless of classification. Every company claims it plans for the future, but the reality is that the mindshare required – the domain and business expertise and the leadership that drives it – usually slips away with the best intentions of having the learning and development as well as the succession plan in place.Read more
“Well-rounded employees are worth their weight in gold,” according to Kyle Lagunas for a recent HRO Today post, and I would be inclined to agree. While we see a lot in the blogosphere today about soft skills, it is not a recent phenomenon. Dale Carnegie’s How to Win Friends and Influence People has been teaching “people skills” for almost 80 years now. So why does this topic persist?Read more