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Finding talented people for newly defined or rapidly evolving open roles ….

by Roelf | Jul 22, 2022 | performance challenge recruiting, reruiting techniques

WhyResumeBasedRecruitingWorksV2022 Part of being an effective professional recruiter or an effective manager of others requires that you have insight into the nature of open roles for which you are hiring. Not all jobs are the same. Choosing the recruiter process...

Humble Leadership vs Charismatic Leadership: Which is better?

by Roelf | Jun 14, 2022 | performance challenge recruiting

Performance-Drivers-One-by-One-Exhibitiing-People-SmartsV2 As a recruiter, which do you think leads to greater levels of performance in a role which involves supervising, managing or leading others: humble leadership or charismatic leadership? Are they mutually...

People Smarts and On The Job Performance

by Roelf | Jun 14, 2022 | performance challenge recruiting

Performance-Drivers-One-by-One-Exhibitiing-People-SmartsV2 In the past years, endless Internet posts and trade publication articles have made a connection between ‘people smarts’ and performance at work. Once a role involved supervising, managing, or...

Cognitive Ability and Performance in a Role

by Roelf | Jun 14, 2022 | performance challenge recruiting

Performance-Drivers-One-by-One-Cogntive-AbilityV2 Most of us think that IQ and work place performance are related. There are not directly correlated. There is also no clear relationship between performance at school (grade point average) and performance on the job....

Performance on the Job: what drives an individual to perform?

by Roelf | Jun 14, 2022 | performance challenge recruiting

Performance-Diivers-V2 The search for a simple factor way to predict a candidate’s performance on the job is a search for a silver bullet. There is none. Performance is the complex results of the dynamic interaction between internal psycho-dynamic factors. But...

Candidate psychology: The Iceberg Model

by Roelf | Jun 14, 2022 | performance challenge recruiting

Recruiting-and-the-Iceberg-Model-2022v2-1 It used to be easy. Post the open on Indeed or one of the job boards, and wait for the resume flood to come in. Somewhat smart key word algorithms sorted through the resume spam, and brought enough relevant resumes to the...

Recent Posts

  • Finding talented people for newly defined or rapidly evolving open roles ….
  • Humble Leadership vs Charismatic Leadership: Which is better?
  • People Smarts and On The Job Performance
  • Cognitive Ability and Performance in a Role
  • Performance on the Job: what drives an individual to perform?

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