Recruitment and Selection Training for hiring managers

Understanding and addressing confirmation bias can lead to more fair and objective hiring decisions, ensuring that candidates are evaluated based on their true qualifications and fit for the role rather than preconceived notions.

Interviewing is both an art and a science, requiring a delicate balance of objective analysis and subjective judgment.

In a job market where candidates are increasingly risk-averse, recruiters must adopt a multi-faceted approach to attract and retain top talent.

To mitigate these issues, organisations should implement structured and standardised hiring processes, provide bias training for hiring managers, use diverse hiring panels, and adopt objective criteria for evaluating candidates.

Explore the challenges of achieving objective hiring processes and effective strategies to foster fairness and mitigate biases in recruitment.

Strength-based interviews are a departure from the conventional competency-based interviews that scrutinize a candidate’s past experiences and weaknesses.

In this short blog, we’ll delve into the frustrations faced by these professionals when individuals don’t honor their commitments.

Frankl believed that leaders should encourage employees to reach beyond their perceived limitations. By overestimating employees’ abilities in a supportive and nurturing manner, leaders inspire them to set higher goals and aspire to achieve greatness.

General & Housekeeping QuestionsEveryone knows it's important to prepare for a job interview and focus on commonly asked questions.  Often, candidates prepare for the common questions, the tough questions, and the behavioral competency questions.  However, do you...

Unlawful questions for a job interview.  Do you know what questions not to ask candidates?   Despite Employment Law being in force for many decades, I'm still surprised at the questions still asked during an interview.  Everyone involved in the recruitment...