Are Your Recruiting Results as Bad as the Groundhog's Predictions?

Today is Groundhog Day in North America and if I heard correctly, we're in for 6 more weeks of winter. Brrr!  But, many say you'd be better off flipping a coin, as Punxsutawney Phil has only been correct about 39% of the time.

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15 Critical Soft Skills Interview Questions for Identifying Leadership

Leadership: Achieving extraordinary business results through people.

According to the Pew Research Center, approximately 10,000 baby boomers turn 65 every day (and will through 2030). This is creating a huge "brain drain" for American businesses. And with businesses facing more complex challenges and opportunities every day, determining who will lead and manage organizations into the future is critical.

Leadership may be the single most important factor to the success or failure of a company, because our leaders and managers inspire and motivate us to achieve the company's vision and goals. Not everyone has the ability to be a leader (or wants to be). But, for those who do aspire to being more than individual contributors, it's important to focus on developing their leadership skills and more importantly utilizing their strengths to their fullest extent.

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Recruiting Assessment--What Motivates Your Best Employees?

Sometimes called personality tests, a recruiting assessment is meant to enhance your insight into a potential employee to ensure they are a fit for your job and that your job/company is a fit for them. Utilizing a recruiting assessment like the DISC Assessment will provide you insight into an employee that you probably could not have learned without months of working together. And by then, the relationship will either be stellar or stale. It is much better to gauge optimal fit on the front end of a executive recruiting and hiring process, then to have to dismiss an employee months later and cause upheaval in their life when they were never a fit to begin with.

In addition to the DISC Assessment and other assessment formats, at RMi Executive Search, we use an assessment that measures a person's MOTIVATORS or ATTITUDES. Our ATTITUDES determine what we value positively or judge negatively in life. Born of our experiences and beliefs, our VALUES are sometimes called the hidden motivators because they are not always readily observed. Therefore, knowledge of an individual's VALUES, ATTITUDES or MOTIVATORS can be invaluable in creating performance incentives or professional development programs.

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CEOs--Tired of the High Cost of Poor Hiring and Recruiting?

“The only thing more expensive than education is ignorance.” 

Benjamin Franklin

As a CEO or business leader, when's the last time you calculated the cost of your mis-hires? Never! Why is that?

You have reports, systems and metrics for nearly everything else. You are constantly calculating capital costs, ROI and EBITDA for all of your other P&L line items. Why are you not regularly measuring, calculating and monitoring the costs associated with one of your most critical investments...that of making a decision to invest in (hire) human capital?

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Hire Eagles--13 Strategies to Increase Recruiting and Hiring Success

I once heard  John Maxwell talk about sending ducks to “Eagle School.”  He said that no matter how hard you try, as soon as you hand them their “Eagle School Certificate,” they’ll waddle right off the stage because they’re ducks. The point is that it’s almost impossible to turn historical underperformers (ducks) into “A Players” (eagles). It’s much better to hire “A Player” “Eagles” from the outset. 

Identifying “A Player” “Eagles” has always been like finding a needle in the haystack. Today, the haystack is considerably larger, and hiring right the first time is even more critical. You can ill afford under-performing employees that cost you valuable time and profits! 

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