Category: Recruitment and Selection

The Job Interview as an Employee Selection tool - An Employers Guide to Good Practice
The hiring of top-quality staff is the most crucial part of any leader’s job. The rest of the job is more straightforward for any leader once they have hired the best candidates for each position. In practice, this process is not as easy as it looks on paper for various reasons. Hiring people is one […]
Exit interviews are important and here is why
Have you ever found yourself in a situation where a considerable number of employees are leaving your organization and you have always wondered what could be the reasons behind this departure? When the employee turnover becomes a cause for concern, exit interviews become more crucial. This article will give insight into what exit interviews are, […]
Psychometric Testing
Psychometric tests are used in the many fields of psychology to measure psychological constructs like intelligence, personality and interests. In business settings psychometric tests are used when hiring employees and for identifying their development needs. Based on my many years of experience in the field of human resources and occupational psychology here the reasons why […]
Psychometric Testing
Introduction When many people hear the concept of Psychometric Testing they become confused or sceptical about using them. The biggest reason for this is probably because they do not understand what Psychometric Tests really are. When one is confused about something, trusting it is hard. Have you ever lost out on something big because you […]
Three Useless Recruitment & Selection Criteria
Last week we focused on why the interview is the worst selection tool due to its low reliability and validity. This week we will focus on other job selection criteria that are close to useless but employers still use them regardless of ample scientific evidence showing little to no relationship with actual job performance. A […]
Why You Should Assess Personality at Recruitment
Individual personality refers to our general attitude and behaviour across situations. It is largely hereditary and partly childhood experience. Personality is a permanent disposition. Do not expect to change anyone’s personality regardless of what you do to them. If you hire someone with a bad personality, you will not be able to change him or […]
The right procedures for selecting a CEO and other Executive Director level staff
[inlinetweet prefix=”” tweeter=”” suffix=””]The impact of wrong hires at executives levels are huge and takes time to correct once such a mistake has been made.[/inlinetweet] Looking at our situation in Zimbabwe we have seen of late most senior executives being dismissed for various reasons. Some of the reasons are genuinely related to poor performance but […]
The Interview is not the best way to select employees
The most popular method used by organisations to select employees is the interview method. Despite this popularity, scientific evidence shows that the interview method is the most unreliable way to select employees. So why is it popular, why is it unreliable and what can be done about these shortcomings? Before answering these questions I want […]
Why some organisations always hire the wrong people
The cost of making wrong hiring decisions is enormous but we still find organisations not paying attention to how they bring in new employees into the organisation. In most businesses, the quality of the people in the organisation is the single most important contributor to business performance more than access to capital and other resources.  […]
How to improve your recruitment procedure for graduate trainees
It does not make business sense to waste company resources training people who are not trainable or who do not have the qualities to fit into your organisational culture. When selecting people for trainee positions such as Graduate Trainees or Apprenticeship candidates it pays to invest in the selection of the right candidates. [inlinetweet prefix=”” tweeter=”” […]