As a result of the 2020 COVID-19 pandemic, resilience has become a topic of intense interest for organizations around the world. When the crisis hit in spring, many leaders saw firsthand that their employees’ responses to adversity varied dramatically. Some faced challenge after challenge with energy and resolve, while others nearly shut down from the […]
Every role in every vertical in every industry is facing massive changes to the way it typically operates. As the need for contactless and rapid transactions becomes more urgent, essential businesses (and those that have become essential during the pandemic) have to ramp up their processes and change their reliance on manual processes.
As more states move to legalize marijuana, both recreational and medical, one state and one major city are taking legalization to the next level: by banning preemployment drug testing for tetrahydrocannabinol (THC), the active ingredient in marijuana.
Even in a favorable job climate for applicants, it’s still important to be able to stand out from the competition. Applicants and recruiters always place a lot of focus on the skills, experience, and other qualifications that show up well on paper—i.e., résumés and cover letters.
One of the most common questions I hear from HR professionals is: What is conversational artificial intelligence (CAI), and how is it different from recruiting chatbots?
With recent advances in technology, it’s becoming apparent that coding skills are in high demand across every industry and sector worldwide. And many experts are dubbing coding languages the “language[s] of our modern world,” as coding schools and online learning platforms continue to pop up everywhere.
In the movie, Harry Potter, an enchanted hat is used to sort the children into specific Hogwarts’ houses, this gadget is called the “Sorting Hat.” Wouldn’t it be nice to have your very own sorting hat to sift through all the different candidates you’re interviewing, to find the best fit for your company?
Today’s recruiters, hiring managers, and Human Resources (HR) professionals know it’s not enough to hire people based only on the skills they have; these potential candidates also need personalities that align with the company culture and the nature of the work. Keeping that in mind, although there are thousands of assessments to choose from—some significantly […]
Yesterday’s post covered how to use the Myers Briggs Type Indicator® assessment for recruiting and developing leaders, and today’s post will highlight how you should use this tool for more general, successful recruiting practices.
The Myers Briggs Type Indicator® personality test, as well as more intricate personality tests developed from its framework, has proven useful in recruiting and developing prominent organizational leaders, which is why around 80% of Fortune 100 companies rely on it.