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Introduction Talent Management, embodied in attracting, retaining, and motivating superior employees is a critical issue as it is amongst the top concerns for modern corporations. The turbulent economic and social contexts push organizations to strive to be a talent magnet for the best employees in the labor market, and exacerbate the necessity of deploying effective[…]

Graduate recruitment is becoming an increasingly daunting job. All stakeholders seem to be frustrated for a reason or another.  Recruiters face a huge pressure to deal with the recruitment backlogs with little success. The recruiters’ complaint is twofold. First, there is a common belief among human resource professionals that graduates lack the necessary skills despite[…]

Individuals are unique. They think and behave differently, see things from diverse perspectives, have divergent values, and follow different beliefs. Our personality traits, motivators, formed assumptions, and the dynamics of many other aspects in the contexts we interact with and within shape our communication styles, approaches to comprehending, understanding, analyzing and interpreting issues, as well[…]

Psychometrics is a scientific discipline concerned with the construction of assessment tools, measurement instruments, and frameworks and models that may serve to connect observable phenomena, such as behavioral indicators or assessment questionnaire responses to theoretical factors or attributes, such as competencies or intelligence.

Idea Meritocracy is all about the belief that the best ideas win out. Following this line of thought, one should rigorously investigate her/his own ideas and be open and tolerant to other people’s ideas and viewpoints with the aim of bringing out the best ideas in people. Without tru idea-meritocracy ideas would be locked inside[…]

Assessment centers are common corporate practices to evaluate human resources for various organizational development purposes, ranging from employment to development and succession planning.  Role-play The candidate will be required to undergo the role-play exercise individually. Each assesses shall be requested to review a role-play case study, then meet with a role-player and an assessor. For[…]

What is a pitfall? A simple personality dimensional analysis classifies three main characteristics; strengths, weaknesses and potential pitfalls. It is not a confusion when a clear understanding of the difference between weaknesses and potential pitfalls manifests. Personality weaknesses are the areas of incompetence, while potential pitfalls are the excessive use of strengths. Usually, no person[…]

Psychometric testing is a scientific method that is used to measure individual’s mental capabilities and behavioural style. Psychometric tests are designed to answer one main question: “Is the candidate suitable for the role based on the personal characteristics he possesses?”. The tests are designed to measure the extent to which the candidate personality and cognitive ability[…]

Diverse teams are smarter! An increasing body of research shows that non-homogenous teams simply perform better. Statistics show that “a diverse team can outperform homogenous group by up to 6 times”.  Diversity in that sense has generally been discussed from a gender, racial, ethnic, educational background & knowledge perspectives. However, recent research reveal that behavior is a[…]

It is very common that the perception one forms about her/his own behavioral tendencies, interaction approaches, and communication styles is different from the way people views her/him. We interact on daily basis with various people, on different levels, and while wearing different hats. It is, therefore, undoubtedly crucial to identify and understand how people truly view[…]