“The How To’s You Need”
The Performance Challenge Recruiting Process™
The posts on this page will provide insights and how to tips around recruiting | talent acquisition in general
and about The Performance Challenge Recruiting Process™ in particular.
Scroll through the PDFs, or dowload them, to build up your skills and talent as a 21st Century Recruiter.
Humble Leadership vs Charismatic Leadership: Which is better?
Responding in the moment, to the social, intellectual, and emotional dynamics – that is what individuals who have people smarts do. It is more complex than have people skills such as delegating or interviewing. People who exhibit people smarts at work are dynamically responsive to the socio-emotional dynamics of the people they work with, and use that ability to accomplish desired organizational results. Such people are not always ‘nice’, but they are ‘people effective’.
People Smarts and On The Job Performance
Responding in the moment, to the social, intellectual, and emotional dynamics – that is what individuals who have people smarts do. It is more complex than have people skills such as delegating or interviewing. People who exhibit people smarts at work are dynamically responsive to the socio-emotional dynamics of the people they work with, and use that ability to accomplish desired organizational results. Such people are not always ‘nice’, but they are ‘people effective’.
Cognitive Ability and Performance in a Role
The smarter you are, the better you will perform at work. No, there is no direct connection between what we call IQ and level of work place performance. The ability to problem solve and be creative as work is as much a factor of experience as it is of intellectual ability. Cognitive aiblity, when defined in this way, is a much more useful tool for recruiters to use as they predict how a candidate will perform on the job.
Performance on the Job: what drives an individual to perform?
More and more, recruiters have to ‘sell’ the job to potential candidates. This is rapidly becoming the norm. Not all recruiters are aware of this need. Not all of them will be adaptable enough to make this shift. What can your organization do to face this need?
Candidate psychology: The Iceberg Model
Recruiters need to the ‘useful’ pragmatically effective predictors of the potential performance of the final candidates they present to a hiring decision maker for an open role. They need to have a working model which givens then the insights they need to make such predictions in an effective way. The Iceberg Model is a useful, pragmatic way of sorting through the complexities an individual’s complex, internal psycho-dynamics.