RecruitmentRecruitment
Linking psychometric assessments and competence prediction
- Published on 12 Sep 2012
- Marina Pretorius
"People are all there is to an organisation" said Gary Hamel, author of Competing for the Future, in his address to human resources professionals on the topic of how to remain and become even more competitive in today’s complex business environment. What he likely implied however, was that competent people are all there is to an organisation.
Taking the mountain to Mohammed with a click
- Published on 24 Aug 2012
- Angus Young
Despite the high rates of unemployment, virtually every HR executive laments the lack of good candidates. This is true whether looking for drivers, artisans, service staff, professionals or knowledge workers. No matter what the position, the right people are simply not available.
Newest trends in psychometric testing
- Published on 24 Jun 2012
- Frew Murdoch
Did you know psychometric testing can improve your chances of successful recruitment?
In the past, emphasis was often placed on fitting the job to the worker. The job description could be “altered” to suit the employee, promoting employee morale and satisfaction. However, this means of employee selection could be detrimental to the company as it was too flexible, too subjective and did not take the company’s needs into account. As a result of this, psychometric testing was introduced as a more structured and objective means of assessing people for occupational fit.
An intense look at interviewing
- Published on 20 Aug 2012
- Michelle Pienaar
Sarah Nichols, the Managing Director of an Auditing Firm, states that there are fundamentally two different kinds of interviewing methods used by human resources management in order to help meet their goal of selecting the right person: the screening interview and the behavioural interview.
Creating the workforce of the future
- Published on 20 Jun 2012
- Agustina Mendez
One size definitely doesn’t fit all – especially when it comes to management and leadership competencies. This kind of mindset doesn’t pay sufficient attention to role demands and the organisational hierarchies that determine the strategic perspective required. Such generally applied models, while useful in shaping work culture and establishing new values, fall short when applied to career-pathing and succession-management needs.
Change in creative advertising
- Published on 16 Aug 2012
- Michelle Pienaar
The CEO of a listed IT company, Andrew Peterson, says that several factors affect advertising and attracting the right talent. Technology has been one of the greatest contributing factors to a change in creative advertising. The need for advertising job vacancies has grown as advertising methods are becoming more diverse.
Building an E-Cruitment strategy
- Published on 20 Jun 2012
- Angus Young
Why bother with E-Cruitment when traditional recruitment has always worked? Actually traditional recruitment is spectacularly inefficient and has always frustrated CEO, Line and HR. Whether working with knowledge workers or in a blue-collar industry, there is no doubt that there are recruitment issues in most businesses.
Forecasting: An effective resource planning technique
- Published on 25 Jun 2012
- Frew Murdoch
JONCORP HOLDINGS* is dependent on resource planning for the organisational functioning of the company. The key factor is being able to predict future staff supply and demands as the company is highly labour dependent. Like all companies talent is in short supply - planning is essential for survival.
Job profiling – a roadmap for success
- Published on 19 Jun 2012
- Michelle Pienaar
Agnes Botha is the HR Manager for a major corporate - one of her responsibilities is to evaluate each person’s occupation and summarise key outputs that are essential to overall performance. Job profiling is an important part of Agnes’s planning as it entails mapping the responsibilities, qualifications, competencies and reporting lines of employees.
