by Warren Bobrow | Apr 4, 2016 | Recruitment, Talent Management
In every organization you need to strike a balance between implementing good processes and getting things done quickly. In that sense, recruitment and selection are no different than any other logistics activity. This article has some one person’s opinions and...
by Warren Bobrow | Mar 24, 2016 | Legal Issues, Pre-Employment Test Validation, Pre-Employment Testing, Recruitment, Talent Management
I wrote a few weeks ago about Intel’s drive to diversify its workforce. Regular readers know that I write about bias occasionally. It’s good that the topic makes it to the mainstream media occasionally when not related to a lawsuit. The article talks about techniques...
by Warren Bobrow | Feb 15, 2016 | Job Analysis, Performance, Pre-Employment Test Validation, Pre-Employment Testing, Recruitment, Skills Assessment, Talent Management, Test Validation
One of my favorite personality scales to administer is Openness to New Experiences. It is one of the “Big 5” personality constructs and is supported by a great deal of research. People who score high on this scale seek new experiences and to engage in...
by Warren Bobrow | Feb 8, 2016 | Employee Engagement, Legal Issues, Pre-Employment Testing, Recruitment, Talent Management
With great fanfare, Intel announced recently that it is making progress in meeting its diversity goals. I’m not going to pick on their numbers as their current demographics are what they are. There are some good lessons we can learn from how they approached the issue....
by Warren Bobrow | Feb 2, 2016 | Employee Engagement, Performance, Recruitment, Talent Management
For the life of me, I cannot understand why some companies go out of their way to treat their employees poorly. It starts innocuously, like putting employees last in a mission statement. Then it morphs into thinking that people are really machinery (scientific...
by Warren Bobrow | Jan 25, 2016 | Leadership, Performance, Pre-Employment Testing, Talent Management
There is a parlor game in some circles which asks whether any organization would hire Steve Jobs using “traditional” selection tools to run a company. The conversation can be held for any person who is seen as an outsider who succeeds. Part of this discussion is moot...
