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Why Personality Matters More Than Experience

When searching for a new employee, it is easy to focus on qualifications and experience. After all, there is logic in the idea that hiring someone who has done the job previously, means they will be able to hit the ground running when they start. What this is forgetting, however, is personality, and personality matters. Not least because whilst knowledge can be acquired, skills learnt, and experience gained, personality is unchangeable.

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CVs or no CVs? That’s a good question…

If I had to take a guess I'd say that you use CVs as an integral part of your recruitment process, because that's the way everybody does it. But just because it's always been done that way, doesn’t mean it’s the best or only way to select suitable candidates. Way back in 2001 Robertson and Smith carried out a major research study at UMIST School of Management and published it in the Journal of Occupational and Organizational Psychology. The findings make interesting reading.

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Take a lesson from Saracens rugby club to cut staff turnover

Steve Borthwick was double booked. Due to travel to Cardiff to pose for photos and answer questions at a Heineken Cup press launch, Saracens told him he had to be at an “important squad meeting” in Munich the same day. He complied. Perhaps unsurprisingly considering the “important squad meeting” was a day-trip to the city’s Oktoberfest beer festival. With the skipper alongside them, the first-team squad made so merry that one of their number failed to make the midnight flight home. European rugby officials were not amused, however.

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Why Employees Make Silly Mistakes

Are you tired of employees whose seemingly careless mistakes cost you time and money? Before you fire them, read on... How many times have you asked yourself why no one else in your company has common sense? Poor decisions, lack of interest, and no self-motivation - these are criticisms we often hear from companies about their employees. And it’s usually accompanied by the common complaint “no one can do the job as well I do.” A few months ago we had a meeting with a distraught business owner.

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Five Common Recruitment Mistakes

1. Hire for skills, fire for attitude Despite all the research to show that employees can learn new skills but rarely change their attitude, companies continue to rely on the CV and an interview to recruit new employees. But repeated studies show the CV has become just a candidate’s marketing tool, and the interview has no better reliability than tossing a coin. 2. Ignore cultural fit Employers often think they can mould an employee to fit their culture.

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Are you "Hiring for Skills" but "Firing for Attitude"?

That’s the conundrum in a nutshell. The last time you dismissed anyone, it’s highly likely that it was for discipline, attitude or behaviour, not their ability to do the job. Which begs the question: why do companies keep recruiting people for skills, qualifications and experience, when it’s their attitude, personality and behaviour that are far more important? Perhaps the best way of illustrating this is by telling you what recently happened to my mum. At 93, and with advanced Alzheimer’s, Mum isn’t very steady on her pins and a few weeks ago she had a fall.

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Hiring Mistakes: Hiring the Resume, not the Person

Hiring someone because they have an impressive resume is like buying a car because you love the brochure. If you fail to look under the hood, buyer beware. Your new hire may end up like the Fisker Karma: the coveted hybrid sports car looked like a million bucks, but was so ridden with glitches that the manufacturer had to halt production and start looking for bankruptcy protection. You need to avoid lemons when you’re hiring too.

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Top 10 Job Search Mistakes

What are the worst job search mistakes you can make? Some major mistakes can halt your job search before it even gets going. Others are small mistakes that, given a competitive job market, can be enough to knock you out of contention for a job.
  1. Focus your search: there's no point wasting your time applying for jobs that you're not qualified for. It's a waste of time, energy, and effort. Instead, take the time to focus your job search and apply to jobs that are a match for your skills and experience.

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Minimising costly recruitment mistakes with personality tests

With on-line recruitment rapidly becoming the norm, the use of pre-employment personality tests as part of the screening process is becoming an essential element in recruiting new staff. But why is pre-employment testing so popular and why is it such an essential tool? For all businesses, whether large or small, the recruitment of staff is both a costly and time consuming activity.

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What's the difference between DISC and other Personality Tests?

Without exaggeration, we hear clients, prospects, and even consultants lump DISC and personality tests together every day when discussing pre-employment tests. In some respects, that is like comparing apples to oranges, peaches to bananas and so on. In other words, there are literally thousands of tests available measuring attitudes, interests, motivation, intelligence, skills, behaviour and personality. On the face of it, many of these appear quite similar, and everyone one of them claims to be predictive.

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Recruitment - why sifting CVs is a waste of time and rarely finds the best candidates

In a sales meeting recently, I met a very capable and professional HR manager of a local further education college, let's call him Mr Smith. My intention was to promote our e-talent recruitment screening system which helps companies select the most suitable people for interview by automatically generating a ranked candidate shortlist by using a psychometric assessment. Unfortunately, it quickly became apparent that I was unlikely to be making a sale that day.

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Seven reason why sifting CVs for recruitment is bad for your health

At a recent networking event, I met a senior HR manager and, noticing that I was from e‑talent, he asked me what I did. “We’ve developed some software that helps companies select the best people for a variety of front-line jobs”, I said. “Ah, one of those devilishly clever “CV reading” systems, eh?”, he guessed. I was about to tell him all about our psychometric testing. But there was no stopping him, so he went on. “Yes, these systems can save a huge amount of time by weeding out the CVs of clearly unsuitable people.

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