Big data and complex algorithms now play a big role in assisting in the task of identifying as objectively as possible the best candidates, and talent acquisition leaders (a.k.a. HR recruiters) are feeling increased pressure to find better methods of candidate sourcing, screening, and shortlisting. Indeed, left up to just one individual to make an important hiring decision leaves the process open to human frailties such as physical appearance, “schmooze factor” and other subj

In part one of our three-part series on getting hired we focus on the changing way, HR departments are screening applicants. Being able to provide concrete examples that demonstrate your strengths and values are becoming very important in making the short list. Like everything else, things are changing in the HR department when it comes to hiring talent. Of course, it always helps to know someone who knows someone in your target company. However, the traditional job search, r

Professional Improvement Action Plan If you have read parts 1 and 2 of Improving the Professional You for 2017, it’s time to take your information gathered and transform it into incremental changes that will take you where you want to go: achieving your defined professional and personal goals for 2017. In part 1 and 2, we presented ways to gather the information you need to define what you want to achieve in 2017. However, without taking actual steps to achieve that vision yo

Why is it that some people are so much more successful than others? Are they that much smarter? The answer – no. Sure, some had access to better schooling than others but more than anything where we end up is about the choices we make. Wildly successful people, to a large extent, got to where they are because of their commitment to effective goal setting - giving them long-term vision and short term motivation to acquire the knowledge and focus necessary to achieve. Please re

To a certain extent, it doesn’t matter how good your product is or its affordable price point if customers don’t purchase it. Yes, word of mouth is powerful stuff but it needs client advocates and that takes some time and effort. And this is particularly true when it comes to the consultative sales process. Indeed, in the world of technology and less obvious tangible benefits, top sales producers need to have a special blend of ability to articulate clearly complex ideas as w

Unfortunately, or maybe fortunately, no Emily Post handbook exists for the office place. No one has sat down and written a guide for proper manners that encompasses how employees and employers should interact or how business people should interact with customers, or has someone? The Golden Rule, treat others as you want to be treated, has been taught to children down through the ages; yet somehow, as adults we often forget to apply that rule in our own lives. As we work in th

Personality conflicts are a fact of life, and learning how to get along with all types of people is a skill the will behoove any person, no matter what the profession. For those of us who work in intense areas like predictive analytics, strategic selling, financial crimes, and ID theft protection, finding ways to keep from getting distracted and even derailed by “office politics” is critical. By employing a few simple tactics, you can avoid getting bogged down by the inevitab

Pay your people to work out, play basketball, practice yoga, or take a walk? You make think this is ridiculous, yet you employ workers in the high stress industries of enterprise risk management and financial crimes. Your job and your employees’ jobs place an exorbitant amount of stress upon you and them every moment of every day. Finding a way to effectively handle the stress and maintain, or increase, productivity should be the goal of every successful executive. According

The time has officially come to perform employee evaluations. If you are making a habit of open communication with your employees throughout the year, then this is just an official meeting to cover items that have probably already been discussed at other times. If you don’t communicate regularly with your employees during the year, evaluations can still run smoothly. Following the four steps below can mean the difference between smooth and useful evaluations or rather useless

According to Forbes, many companies are trying to move away from the traditional performance evaluation because it seems out of date and old fashioned. Besides, employees and HR managers alike dread the event. Unfortunately, a study done by CEB shows that companies that have done away with the traditional performance evaluations are seeing a decrease in employee performance because without the evaluations, poor communication ends up being the result. The poor communication af