Tag Archive for: Selection

DESP… Pick the Right Employee

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Many organizations use various tools and techniques for identifying their talent pipeline. Some use a “nomination approach,” while others use traditional tools such as a performance and potential matrix, a tool used by managers to identify high-performing individuals who are potential promotion candidates, creating lists of probable candidates.

DESP: A New Approach to Traditional Succession Planning Models

We suggest that a more comprehensive and objective approach with four key components, or “pillars,” will provide the rigor and discipline to produce a solid and fluid pipeline of talent. The “four pillars” are the critical components to be considered with any strategy.

Each has its own set of contributing factors, and collectively they produce a solid foundation for execution. We refer to this as the “DESP” model.

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You are not a Style, YOU are Unique!

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Who does not enjoy taking behavioral personality assessments to better understand themselves? We are infinitely interested in who we are, how we interact with others and just what makes us tick! The problem is, most assessments measure a very narrow set of traits. Many common psychological and behavioral assessments look primarily at personality traits. For instance, Myers Briggs and DISC are widely used to measure personality styles. Imagine of the 6+ billion people in the world, you are one of 16 Myers Briggs styles! So what exactly does that make you — 1 in 375,000,000? No, YOU are unique! To appreciate just how unique you are, view this powerful video and be encouraged: You are Unique
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Psychological Traits of a Good White Collar Worker

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psychological traits of a good white collar worker

Psychological Traits of a Good White Collar Worker

Baby Boomers remember the old days that had set working hours. You went to work and then around five p.m., you packed up your stuff and went home. If there were an emergency you might stay until five-thirty.

Those days are gone! White-collar work, sometimes called Knowledge Work, is never done. Your immediate To Do list might have twenty items on it, but right behind the immediate To Do list is a supplemental To Do list with another forty action items on it and after that list is done, there’s a third one waiting.

Most white collar workers today need to be able to work autonomously (that big college word for trusted to work on your own and get it done without supervision). And yet, they also need to be able to work cohesively as part of a team when the need arises.

But not all white collar jobs are created equal.
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A Good Weapon to Use in the War for Talent

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War for Talent

A Good Weapon to Use in the War for Talent

Companies today are constantly in a war for talent. Identifying the right targets and having the ability to capture them is essential to winning. We are looking for the innovative leaders of tomorrow and the competition is stiff.

Gone are the days of high unemployment and applicants banging down your door just to get an application. Job boards and matching sites are furiously searching for qualified candidates to post their resumes. Companies are competing against each other to find and attract good candidates.

It is imperative for hiring managers and recruiters to fully understand what truly appeals to the candidates in order to attract and retain the best people.
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