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My thanks to Blessing N. Ikiseh and her academic note here for both the title to the blog post and much of the seeding material to get the post written.   Femi Otitoju stated  ”if you have a brain, you have a bias”. Unfortunately, this is where it gets complicated because even if you acknowledge the […]

In this article https://l6j.72f.myftpupload.com/2021/10/the-practical-use-of-behavioral-profiles-in-the-workplace/ we looked at the link between motivation, behavior and engagement.  So let’s look at the practical uses of it. We use behavioral data to not only select the best candidate for our client but also to ensure that it is the best employer for the candidate.  We don’t guess, we use

So just in case you haven’t heard, there’s this pandemic thing going around and that has, to a very large extent, altered the way that we recruit and select candidates. Of course, this has also dramatically impacted the way that candidates select their next potential employer so whether you’re hiring or interviewing, read on.  It’s

Why we need them and some thoughts on why they aren’t adopted universally If you’re one of the 26% of companies that, according to a Linkedin study in 2018, doesn’t use structured interviews then read on. And if you’re one of the other 74% that do, give yourself a pat on the back. Oh, and

In this previous blog https://l6j.72f.myftpupload.com/2021/10/effective-onboarding-to-eliminate-throwing-a-new-employee-overboard/ I looked at why you need to have an effective onboarding program in place. In a nutshell, it minimizes the risk of needing to talk to me and that can’t be a bad thing.  So let’s look at what goes in to an effective onboarding program. If you have concerns

We see it all the time, the new employee starts and they’re caught between the agency that has held their hand throughout the final stages of the process and the new employer who barely knows their contact co-ordinates. And of course COVID and remote work exacerbated all of the issues that we’re about to share.