Tag Archive: Competencies and Culture

  1. Hiring for Skills over Degrees: Clear Path to Economic Equality

    Millions of people are never given an opportunity to land a job that their skills, aptitude for learning and problem-solving qualify them to hold

    The American labor force is transforming in multiple ways. People aged 65 and older are the fastest growing segment of the labor force, while millennials are already the largest generation in the workforce. The Bureau of Labor Statistics’ projections for the change in labor force distribution based on race for the period 2016-2026 indicates the percent of Blacks will increase from 12.3% to 12.7%; Asians will increase from 6% to 7.2%; and all other groups increasing from 3.3% to 3.9%.


  2. Pre-Employment Assessments Aren’t Only for Skills Testing

    Employment assessments evaluate skills and can identify candidates that have the personality traits and attributes employers want

    With a fiercely competitive job market and hiring costs on the rise, finding qualified candidates is not enough. Today’s employers want to find the “right” qualified candidate. Certainly, employers want candidates with the right skills, but they also want candidates that will “fit” well into the company culture.


  3. Great Technical Skills but the Wrong Personality for the Job

    first assess a job candidate for technical skills, then assess their personality and behavioral characteristics

    New York Times bestselling author Gretchen Rubin wrote the book, The Four Tendencies, and in it she presents a unique personality framework to guide people in determining the right job fit. She asks one question: How do you respond to expectations? The answer determines which of the four personality categories the person falls within.

    Four personality categories a person falls within

    1. Upholders ” people who readily meet inner and outer expectations, like work deadlines and personal goals
    2. Questioners ” people who do not like arbitrariness or inefficiency, so question all expectations
    3. Obligers ” people who are good at meeting outer expectations but have trouble meeting inner expectations, creating personal conflict
    4. Rebels ” people who resist all outer and inner expectations, doing only what they want to do, and even then, doing it on their own time and in their own way


  4. Why You Should Hire Employees Who Self-Manage

    benefits of having employees that can self-manage

    Have you ever stopped to really consider what you mean when you say, “I want to hire great employees’ Does “great” mean hardworking, collaborative, goal oriented or career-aspiring? The answer could be all of the above, but an important missing trait on the list is the “ability to self-manage.”


  5. Empower and Motivate Frontline Employees With These Helpful Tips

    Properly motivated and educated frontline employees provide better customer service

    The cornerstone of any successful business is a great group of employees. The employees you hire will represent your company in dealings with potential and existing customers. The staff you have on the frontline will need to be properly motivated and educated in order to provide customers the top-notch service they deserve.


  6. How to Hire for Culture Fit

    why culture fit offers more than just improved retention rates

    Several studies have linked culture fit to improved retention rates. Considering today’s competitive job market, this fact alone is a good reason to make culture fit a priority. Fortunately, culture fit offers more than just improved retention rates. When you hire employees whose values, temperament, and personality match that of your company culture, you can expect faster assimilation, increased productivity, and higher job satisfaction rates.


  7. What Does “Quality of Hire” Really Mean?

    The official definition of Quality of Hire (QoH) is a new hire who adds value to a company and contributes to the organization’s long-term success, but what does it really mean? It is tempting to measure quality primarily in terms of education level and specific skills, but stopping there can lead to poor hiring decisions. Quality of Hire means more than just hiring someone who has the education and skills. It is hiring someone who meshes with the organization’s culture, wants a career with the company, strives to collaborate with others and is always looking for ways to improve.