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Rob McKay MA(Hons) is an Organisational Psychologist and Director of AssessSystems Aust/NZ Ltd. His company specialises in employee assessment for selection, development and performance appraisal. Rob has over 30 years of practical hands on business experience.
He can be contacted on +64 9 414 6030 rob@assess.co.nz - For general information go to www.assess.co.nz - For weekly delivery of articles like the above, plus our free 4 part mini course on hiring, subscribe now at - www.tipsforhiring.com Sort By: Date | Popularity
 The 7 Bases to Cover When Hiring New PeopleOn our ‘Tips for Hiring’ website we ask subscribers “What is the most burning question you have When Hiring New Employees?”
In most cases the questions are very similar, however yesterday we got an interesting one that I would like to share with you.
Diane du Preez from South Africa asked: “What are the top ten obvious things I should look out for to let me know the candidate is not right for me?” When Hiring, What Are the Most Import Attributes to Look For?Several years ago, two well respected organisational psychologists, Bartram and Lindley, conducted a survey of managers (n=875) and graduate students (n=150). The purpose was to measure the attributes that these people considered the most important when it comes to selecting new employees or applying for a new position - what attributes do these managers/graduates see as critical “must haves” to be successful in the role? Why are Traditional Hiring Interviews so Unreliable?Why do employees - hired by the same methods, doing the same job, and managed by the same person - perform so differently? Dependency on the traditional one-on-one unstructured interview is a prime reason. Voluntary Commitment, a Powerful Influencerfter many years of research, social psychologist Robert Cialdini has identified six powerful and universal principles of persuasion. In nearly every influence situation we encounter there will be at least one of these six waiting for us to use. The Big 5 - Animals and PersonalityI recently travelled to South Africa on business and took a few days off to do a walking safari to see the Big 5. Even in the African bush it's hard to forget work as the Big 5 is also an acronym for the theory of personality. Time is Money - We Always Underestimate the Cost of our Personal TimeThe old saying “time is money” originated with the Greeks and dates back to 430 BC. So, if “time is money” then exactly how much? Sex, Lies and Video Tapes - Identify Bad Attitude Before You Hire itAs managers, our fundamental principle is to ensure a profit (or least of which, ensure break-even for non-profit organisations) and protect the assets - plain and simple. Everything we do should be centred on this core mantra. It amazes me how many times in business (and political) processes; this fundamental charge is ignored or even wilfully violated. The Accuracy of Psychometric Tests - How Much Testing is Too Much?Addressing a recent HR conference last week, I was asked, "How much testing is too much?" A Good question. The answer is not clear cut, but one thing is for sure, I believe anything over a couple of hours is overkill and a waste of time and money. In this article I have also outline different types of selection profiles and their correlation to job performance. I think this will help you made a sensible decision that won't break the bank or drive your candidates to the edge of despair! Organisations Fail Because of Poor Leadership. Failed Leaders are the Result of Poor RecruitmentThe old saying, “The buck stops at the top” is so true. Organisations that are struggling usually have an incompetent leader. An article in a recent edition of the Harvard Business Review places the blame fairly and squarely on the shoulder of the people involved in the hiring process - usually the board of directors. Identifying Abnormal Behaviour Before You Hire it – Compulsive Liars are ConsistentHave you ever hired a compulsive liar? If so, you'll know how much havoc they can inflict on customers, staff morale and management time. Could have you identified that problem before you hired? Because past behaviour reflects future behaviour, the answer is yes...
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