The phone call has reached my desk many times before. On the other side of the line is a hiring manager or HR colleague who cannot believe what their eyes are seeing; an assessment report for their A+ job candidate that looks more like a C- outcome. “How could this happen?!,” they want to know.
Quality is something we all want to see in job candidates, but when does it become perfectionism? We champion ambition and recruit for it, but when does it become impatience, entitlement, or a warning sign of short tenure? Proactive employees are a prized commodity, but when does taking the initiative become a liability to the
When looking to bring in a new employee, you may wonder if, beyond their resume, they’re the right fit for your organization. This is where a behavioral assessment can, through a series of choices, offer this type of detailed analysis. Behavioral assessments are a method used in the field of psychology to observe, describe, explain,
When individuals within your company don’t mesh with your core values, it can disrupt your culture.
Employee assessments are great, but without assessment maintenance, they may not function effectively.
Research conducted by CEB shows that 60 percent of new managers fail within the first 24 months of their new position. And according to Steve Smith, the author of Managing for Success: Practical Advice for Managers, the main reason why most new managers fail is because they were never properly trained to manage. At PRADCO,
Hiring the right candidates and getting them to stay are two of the biggest challenges facing any organization.
Every new hire starts with a job interview. During the process, interviewees are enthusiastic and hoping to please a prospective employer. But how will they behave once they’re actually hired?
Management teams are the captains of their ships. No matter how great the crew is, if management makes bad decisions and steers the ship astray, it’s going to be a rough ride for everyone.