Eva Safar, Founder of TAB Denver North’s Post

One of the greatest challenges facing many businesses is attracting and keeping the best people. I would suggest that almost a bigger challenge is selecting the “wrong” candidate… so how often do we choose in haste, only to regret later? When we get it wrong the consequences aren’t just in terms of time – recruitment costs, the lost costs of training and introducing a new team member – they are also about the damage the wrong decision can do to your business. So how can we narrow the odds? Do be inquisitive about their motives – don’t take them at face value – dig into why they are here ; How much have they found out about your business before the interview? It’s not too difficult in this internet age! It’s always good to get feedback, so ask them what their first impressions were. If they are keen they will have done the research – wouldn’t you?! Look beyond their CV – in fact why not start by asking about what are their real drivers and passions before delving into their experience. A well written CV is important, but only tells you what they decide to include. But even with an approach like this, they may be good actors, may hide the truth or may simply excel in interview situations – so wouldn’t it be great if you could get inside their heads and understand a bit more about their preferences, their priorities and how they react under pressure? Well you can – check out DISC Flow® assessments and see how they can be used effectively to significantly reduce the recruitment lottery. DISC assessment profiles help effective recruitment and reduce the odds of poor selection. Offering insights into the candidate in such areas as: - Having the right level of drive to deliver the results needed in the role - Effectiveness in managing conflict amongst their team - How they behave under pressure - Their level of attention to detail and quality - How they are likely to get on with other team members etc. If you’d like to learn more about how DISC products can help your recruitment, contact us today! ✉️ https://lnkd.in/eDfrSHAZ #leadership #performance #success #management #discflow #finance #roi #organisation #diversite #inclusion

As the uncertainty of recruitment market goes, the silence post-interview puzzles many. Here’s why feedback often remains elusive: 🔺Resource Crunch: The stark reality? The pandemic and economic shifts have drastically reduced recruitment teams. What was once a team of thousands may now operate with a fraction of that number, leaving recruiters overwhelmed. 🔺⁠Legal and Compliance Hurdles: Corporate America errs on the side of caution. Strict policies, driven by compliance and legal concerns, often restrict what can be shared with candidates. The intent isn’t to withhold for the sake of it but to navigate through a minefield of potential risks. 🔺The Nature of Feedback: Understand that feedback, if given, reflects a specific role, in a specific company, at a specific time. It's not a blanket assessment of your capabilities or fit elsewhere. So, How Can You Garner Meaningful Feedback? 🔺Consider the Source: Seek feedback from those who’ve seen your work up close and who embody the leadership qualities you admire. 🔺Broaden Your Circle: Remember, valuable insights can come from peers and subordinates, not just those above you. Feedback is a cornerstone of growth. While post-interview insights may be hard to come by, there are always avenues to constructive feedback. Pursue it wisely. #recruitmentinsights #careergrowth #feedbackculture #apton

Unpopular opinion: In the search industry, metrics and KPIs don't matter. They're not how you build high-performing teams. Many search firms tend to measure performance by setting specific daily/weekly activity requirements for their employees, then judging them by whether or not they've checked all the boxes. How many phone calls did you make? How many candidates did you present? How many interviews did you schedule? But here's the thing: this will stifle even the best employee and will not drive success. Imagine being one of the top producers, generating significant revenue, consistently knocking goals out of the park, only to be asked why you "only" made 70 phone calls last week. It's counterintuitive and demotivating. Early on I was required to manage my team this way. I realized quickly that it doesn't work. One recruiter may present 10 candidates and place none of them. Another recruiter may present 3 candidates and place 1 of them. Yet the recruiter who presented 10 candidates has more activity than the one who only presented 3. If the requirement is to present 8 candidates in a week, the recruiter who only presented 3 will be deemed not to have hit required metrics. Rather than mindlessly managing by number of calls, number of candidate presentations, etc., I found that it was much more meaningful to focus on effectiveness, efficiency, and results, For my solid performers, I couldn't care less about their call count. What mattered was their strategy, approach, execution, and outcomes. The goal as a leader is drive success, not just rack up numbers. It's about helping your team go from good to outstanding. When someone is really good at what they do, they can deliver top results with less activity. It's quality over quantity. If you want to build and lead a high performing team, what should matter is...high performance. What matters is the ability to diagnose what what may be impairing performance and to work with your team to drive improvement. Accountability matters. Leading by example matters. Does your team view you as a role model, coach, and mentor, or as someone who just tracks their activity? #highperformingteams #leadership #qualityvsquantity #unpopularopinion

I've had A LOT of discussions recently about recruitment and how to find the right talent. Sounds familiar, right? Aside from finding candidates with the desired level of technical skill, the special sauce that proves harder to find is emotional intelligence. #emotionalintelligence #interviewing As Annie McKee plainly points out, "One of the reasons we see far too little emotional intelligence in the workplace is that we don’t hire for it. We hire for pedigree. We look for where someone went to school, high grades and test scores, technical skills, and certifications, not whether they build great teams or get along with others." Assessing EQ in the interview process isn't easy and not every interviewer will be good at it. Spending time with a candidate to hear their stories or as Annie puts it, 'behavioural event interviewing' is one way to really get to see if your candidate has the EQ you need not to mention a more enjoyable way to get to know each other.

Have you heard about the Thomas DISC (behavior) assessment? It is widely used in recruitment and development settings. 🔍 **Understanding Behavioural Assessment:** Ever wondered what a behavioural assessment test is? It's a tool designed to observe, understand, explain, and predict a person’s behavior. It delves into thinking styles, learning willingness, and leadership capabilities - key aspects for job success. 🛠️ **How It Works:** Based on DISC theory, our Thomas Behaviour Assessment (PPA) analyzes fears, motivators, values, and behavioral styles (Dominance, Influence, Steadiness, and Compliance). Plotted on a graph, it gives employers profound insights into a candidate’s behavioral style, helping align them with the right role. 🤝 **Why Use Behavioral Assessments:** Beyond skills and technical expertise, interpersonal skills are vital. Behavioral assessments help predict responses to various scenarios, ensuring the right fit for the role and promoting self-awareness, fostering better communication within teams. 📊 **Recruitment Benefits:** These assessments remove guesswork from recruitment, predicting a candidate's success in different areas. They are fairer, focusing on behavior predictions rather than age, gender, or ethnicity. 'Predictive validity' ensures the assessment aligns with job performance. 🤔 **Behavioral Assessments vs Personality Tests:** While personality tests gauge total character, behavioural assessments focus on how a person acts in specific situations. Knowing how someone behaves in a role is crucial for recruitment. Personality is why we tend to behave a certain way, while behavior is what we do. 💡 **How Thomas Helps:** Our PPA takes just 8 minutes, providing real-time results based on DISC theory. It offers recruiters a deep understanding of a candidate’s behavior, helping them make confident, swift decisions in finding the best fit. 👥 **Want to Learn More?** If you're intrigued by the power of behavioural assessments, connect with one of our team members to discover more about the Thomas Behaviour Assessment (PPA) and how it can elevate your recruitment process. Follow this link for more information & get a free sample - https://lnkd.in/d4k_NESc #BehaviouralAssessment #Recruitment #HRInsights #ThomasPPA #TeamAlignment

Emotional Intelligence - The new way of Hiring. Behavioral event interviewing is a powerful way to learn about people’s competencies and to see how they demonstrate those competencies on the job. #careers #emotionalintelligence #interviewing #empathy #business #professionaldevelopment #hiring #agile #JobSearch, #CareerAdvice, #Networking, #PersonalBrand, #InterviewTips, #ResumeTips, #Hiring #EQ

When was the last time you heard something on a reference call that stopped you in your tracks or truly changed your mind (in either direction)? We asked a bunch of sharp startup leaders for their favorite questions to ask on reference calls that skip the softballs and go deeper — and assembled 25 of our favorites into a new guide on the Review. We’ll share a quick preview here: -What is something that [candidate] is better at than anyone else you’ve worked with in the role? Nadia Singer -Would you rehire this person without question? Why haven’t you? Dave Girouard -What "special treatment" helps [candidate] do their best work?" Brie Wolfson -What was something unique about this candidate’s team versus other teams? Vishal Kapoor -Can you share someone who maybe doesn’t necessarily get along with [candidate] as well as you do? Why do you think they don’t mesh well? Brett Berson -How well do you think [candidate] will do with my management style? Richard Cho That’s just a sneak peek — check out the full article for the full list of questions (plus a handy PDF you can download). Did we miss any of your favorite questions for reference calls? Sound off in the comments!