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Home Page  Robin McKay |
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Rob McKay MA(Hons) is an Industrial/Organisational Psychologist and Director of AssessSystems Aust/NZ Ltd. He specialises in employee assessment for selection and development and 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 - To download recruitment kits go to www.HelpMeHireRight.com - For weekly delivery of article like the above subscribe now at - www.assessnewsletter.com
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Poor Customer Service - There's No ExcusePoor service absolutely %#*@ me off! There is no excuse for it. If your business is operating in an intensely competitive environment you better understand poor customer service will kill you off in a slow and painful manner. Employment Resume, Worthwhile or Worthless?The employment CV or Resume has long been a fundamental requirement for any job applicant or recruiter. The CV server to tell recruiters if an applicant has the knowledge, skill and experience to do the job – but does it? Two Strategies for Using Psychometric Testing on Job ApplicantsTo the lay person, the area of psychometric assessment for selecting new employees is confusing at best. The first question is usually, “Why does it need to be done and where does it fit into the selection process?” Your Personality - Lay 50% of the Blame on Your ParentsPersonality is strongly aligned to success in the workplace and as such should always be assessed during the selection process. Assessing a candidate's personality will tells us who that person is and not just what they know... 7 Ways to Stop Hiring TurkeysHiring turkeys is easy when you rely on gut feel and emotional judgement. Using a structured, scientific approach will give you better odds of hiring the right person first time. How to Construct a Job DescriptionIt’s a legal requirement to have a job description for every position in your organisation. This must be provided to the employee as part of their employment contract. Apart from this legal requirement, it makes good business sense for all parties to have a clear, written picture, of what is required to be successful within the role and the organisation in total. How to Hire People With AttitudeJim's not working out, he's got a bad attitude". "We are looking for people with a can-do attitude". These are common statements I hear, or read regularly from managers about to hire new staff or address performance issues with the current team. Just what is attitude and can you identify it before you hire it? How We See What We Expect to See – the Biggest Trap When Hiring New EmployeesFirst impression error is a common concept in social psychology. Most managers make the decision on whether they want to hire a person within the first couple of minutes of meeting/interviewing. The employment interview is a good example of how easy it is to abandon the tools of objectivity — the scientific method, logic and the rules of evidence — for our "gut feel". Zero Telerance for Poor PerformanceToo many managers accept poor performance for far too long. Poor performance must be addressed immediately, left unattended it will only get worse. Your best option is not to hire it in the first place! Recruitment is About Being the Hunter, not the HuntedHiring is a lot like dating, as deperation increases, standards slip.
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