We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers.
5 of 275 Articles Found
Oct 2018
A joint project of researchers at Duke and Penn State found that kids who showed specific social competency traits in kindergarten were four times more likely to graduate college and have a full-time job by age 25.
May 2017
If you don't think a single lazy or incompetent employee can damage an entire organization, think again. Research conducted at several major universities shows that adding just one "bad apple" to a group can drive down performance by 30 to 40 percent.
Jan 2016
Some argue there are currently plenty of qualified individuals in the workforce and that employers routinely overlook top candidates and artificially create a skills gap.
Sep 2015
Selecting competencies as part of the hiring process can be a problem for hiring managers and interview teams who jump on the "competencies bandwagon" too quickly.
Dec 2013
Shift focus away from resumes and credentials and learn more about how and why a recent graduate excelled in their studies and relevant activities.
38 of 275 Articles Found
Jul 1997
Once again, necessity proves to be the mother of invention. In this case, one of our clients wanted our menu of behavioral competencies on forty-eight separate cards. They thought – and they were right! – that this would help their employment group and department managers reach a quick and clear consensus about what qualities an ideal candidate should have.
Jan 1997
Management style matters. What works in one theater of operations can bomb in another. That's one reason why behavioral competency interviewing is so important and effective.
Jan 1996
Former Kodak CEO Christopher Steffen is a prime example of what can happen when management focuses exclusively on the contributions a strong candidate can make and ignores that candidate's inevitable limitations. We believe that in evaluating any candidate - no matter how desirable or dazzling - it is essential to consider limitations as well as strengths.
Jan 1996
In our ever-optimistic American culture, the emphasis is usually on the positive. It's no wonder, then, that most hiring decisions focus on a candidate's strengths. But as several articles in this issue show, it's imperative also to consider limitations - things that can really derail someone on the job.
Jul 1995
Former San Francisco 49ers coach Bill Walsh considers the hiring process "possibly the single most important act of top executives," but he also calls it a "crap shoot." He has some sound advice for improving the odds.
Apr 1995
John Kotter, Harvard Business School professor, spent twenty years tracking the careers of 115 MBAs from the Harvard class of 1974. In his book, The New Rules: How to Succeed in Today's Post-Corporate World, he describes how these students survived the downsizing, restructuring, and globalization that characterized two of the most volatile decades in American business history.
Oct 1994
The first annual Competency and Performance Conference revealed the growing interest in competency-based tools by private and public sector organizations in America and internationally. Related issues in the use of these tools were also highlighted at this meeting.
Oct 1994
When Brazil defeated the U.S. team in the World Cup Soccer playoffs this summer, they illustrated a key principle behind the focus on competencies.
Jan 1994
When Bobby Ray Inman withdrew his candidacy for the post of Secretary of Defense, Senator Bob Dole of Kansas remarked, "You kind of wonder how they picked this person. Seems to me that maybe the President or somebody who recommended him to the President should have had a closer look."
Jan 1994
The Resumé Factor is least likely to predict on the job failure. A better predictor is the Performance Factors - Intellectual, Interpersonal, and Motivation.
Oct 1993
Much has been written recently about the need for shared values as a way to provide direction in reorganized companies. If all hiring committees shared certain values, we predict there would be fewer meetings, faster decisions and better selections.
Oct 1993
Effective interviewers know that learning a candidate's values can lead to better predictions of motivation and behavior.
Jul 1993
Have you ever wondered why some highly experienced people you hired in the past simply did not work out? Sure, experience is important – but what's often more important is the talent to do the job.
Apr 1993
Dr. Martin Seligman's research shows that success is not necessarily achieved by the most talented individuals. Rather it is realized by talented people who are also very optimistic.
Apr 1993
The turnover of an Eastman Kodak CFO after just three months on the job dramatizes the issues companies face when hiring outside people for senior positions.
Apr 1992
When America worries about quality in the workplace it really is an issue of quality service as well as quality products.
Oct 1991
Interviewing is something you do for the rest of your career.
Jul 1991
In The Career Makers, author John Sibbald profiles the top executive search professionals, many of whom claim to measure an amazing array of competencies in the candidates they present to their clients.
Here are some quick tips from our interview training seminar to help you conduct a successful interview. We recommend that you complete the first three steps before the interview.
Most of us have experienced the interview from the candidate's perspective. But how often do we have an opportunity to evaluate the interviewer?
