Human Resources ArticlesMore Than Articles

101: 15FQ+ Personality Test has Working Edge in Predicting Performance in Chinese Workers
A review of research conducted in Asia that found that psychometric tests based on an international model of personality had greater utility and reliability than locally developed tests....

102: A Basic And Simple Assessment For Bias In PsychometricTests: The 4/5 Rule
How to assess for bias and adverse impact in psychometric tests....

103: The Secret To Exceptional Staff Performance
There is only one secret to having your staff perform to their best possible level and that is ......

104: Using Your USP to Hire Staff
Marketing and Human Resources have more in common than most people realise. Using your unique selling proposition to attract fantastic staff is easy....

105: The 7 Reasons New Employees Fail
The 7 Reasons New Employees Fail and How To Fix It - Fast!...

106: Having People Focus On The Things That Matter - Writing And Using Job Descriptions
Why don't people do the things they should? Do they know what the priorities are? Do they know what the business needs? Getting those job descriptions right is a key step to answering these questions....

107: Growing Your Strategic Consulting Skills
In the 21st century, when Personnel Management has changed into a broader spectrum of Human Resource Management, what does an organization seek from a Human Resource professional...

108: Talent Shortage? How To Win With What You've Got
If you're starting to feel the pinch of the so called "talent shortage," you can take steps to help the people on your team do better and perform to expectations....

109: You're Hiring Them to Work for You, Not to Date
As a recruiter or hiring manager, sometimes it's easy to let our own personal biases influence our hiring decisions. The best candidates for any particular position are typically not going to have 100% of the attributes we're looking for....

110: The Red Flags of Sales Recruiting: No Need to Take Action (don't hire them in the first place!)
In an attempt to fill an open position as quickly as possible with the most qualified candidate (the best of the bunch), hiring managers often overlook or ignore critical areas in candidate's backgrounds and personalities, only to realize they've made a bad decision down the road....