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Casual Articles - Expose Lies on Resumes
You know how it is, you believe something for so long, everyone agrees with you, all the books tell you it's true and then suddenly you have a blinding revelation - we've all been duped! You know like my gorilla mates were? (If you're not sure about my gorilla mates then you really need to read the book - we've got a great offer on at the moment!)And you feel such a chump - how did I ever fall for that - the logic just isn't there - I must have been a fool. Let me explain."Under Promise & Over Deliver"You know the old saying "Und
What is needed is an advanced evaluation tool. You verify that someone can swim by putting them into the pool. You verify that someone can lead by putting them into a real leadership scenario. Like the pool t
We are living in a world of paper: we receive important information on paper, and share confidential information on paper: creating documents, letters and many sensitive issues. Therefore it's important to be sure that our confidentiality and privacy are protected, and that waste paper is disposed of. In the past people used ways of destroying paper like burning and tearing, etc. Nowadays with huge volumes of paper all these methods are useless and we need something really powerful and reliable.The first idea of a bulk paper shredding machine
His heart dropped when he saw his boss from his current company walk into the interview room with his prospective new employer. In a flash, every exaggeration on his resume was known. All of the excitement of a new and better-paying position instantly vanished.
That meeting ended quickly with an exchange of courtesies and a kind rejection. The interviewer walked back to her office frustrated at the amount of time and effort she had invested into this candidate. She had been excited about his strong resume and test results and happier yet that the exhausting search process was nearly over. At the same time, she was glad to know now about his weaknesses. They certainly would have cost her company a great deal more time, money and frustration if she had hired him.
70% of Resumes Can’t Be Trusted
Research shows that 70% of the resumes on your desk right now contain fabrications and exaggerations. And it’s not just for that sales or middle management job. An executive search firm reported that after reviewing thousands of resumes the top three lies were the number of years in a position, personal accomplishments, and the size of the organizations they’ve managed. Look at the people you’ve already hired to staff your company. I’m not suggesting that you distrust them, but that same 70% applies to the resumes you looked at last year too.
It is no wonder that the 80/20 rule is in effect at your company and on your team. Despite all of the testing, analyzing, interviewing, screening, background checks and gut feels, you would still like someone more effective in 80% of the positions of your company. That is true for your upper management also. You’d like to see 80% of them hit the road and be replaced by people with abilities and values that mirror those of the 20% that produce 80% of the results.
Avoid The Costly Hiring Mistake You’re About to Make
It’s enough to make you cry, because you simply want someone who can handle the responsibilities of the job, and you’ll gladly pay well for their services. To complicate the matter, when considering upper management and executive staff, a great deal of their responsibility is as a leader. You are no longer looking for a technical expert, whose abilities are easily graded; you are now in that horribly grey area called soft-skills. Can you truly evaluate leadership skills and a person’s ability to operate effectively under stress from a resume, interviews and personality tests?
Look around you for the evidence.
What’s worse is that despite the gross volume of different paper tests, interview techniques and evaluation tools, you are still making mistakes in your hiring decisions. Yet, these mistakes are easily identified in advance, but not by using the existing passive methods. The wrong hiring decisions cost you enormous amounts of money and frustration and resulting inefficiencies. Studies show that the cost of turnover is three times the annual salary of the replaced employee. However, if you could make more informed hiring decisions, especially when filling your higher-paid leadership positions; it will have the opposite effect. You begin to reap monetary and efficiency benefits in an upward spiral.
What is needed is an advanced evaluation tool. You verify that someone can swim by putting them into the pool. You verify that someone can lead by putting them into a real leadership scenario. Like the pool th
Packaging materials are used to keep products identified, protected and undamaged during delivery. There are different types of packaging, depending upon the types of products being packaged. The most important and popular one is encapsulated air plastic sheeting, which is commonly known as bubble wrap and uses encased air bubbles in the midst of plastic sheeting to protect goods from shock during transportation. This is an ideal packaging material for lightweight goods and can be shaped to wrap around any size of product. If the product is heavy the
70% of Resumes Can’t Be Trusted
Research shows that 70% of the resumes on your desk right now contain fabrications and exaggerations. And it’s not just for that sales or middle management job. An executive search firm reported that after reviewing thousands of resumes the top three lies were the number of years in a position, personal accomplishments, and the size of the organizations they’ve managed. Look at the people you’ve already hired to staff your company. I’m not suggesting that you distrust them, but that same 70% applies to the resumes you looked at last year too.
It is no wonder that the 80/20 rule is in effect at your company and on your team. Despite all of the testing, analyzing, interviewing, screening, background checks and gut feels, you would still like someone more effective in 80% of the positions of your company. That is true for your upper management also. You’d like to see 80% of them hit the road and be replaced by people with abilities and values that mirror those of the 20% that produce 80% of the results.
Avoid The Costly Hiring Mistake You’re About to Make
It’s enough to make you cry, because you simply want someone who can handle the responsibilities of the job, and you’ll gladly pay well for their services. To complicate the matter, when considering upper management and executive staff, a great deal of their responsibility is as a leader. You are no longer looking for a technical expert, whose abilities are easily graded; you are now in that horribly grey area called soft-skills. Can you truly evaluate leadership skills and a person’s ability to operate effectively under stress from a resume, interviews and personality tests?
Look around you for the evidence.
What’s worse is that despite the gross volume of different paper tests, interview techniques and evaluation tools, you are still making mistakes in your hiring decisions. Yet, these mistakes are easily identified in advance, but not by using the existing passive methods. The wrong hiring decisions cost you enormous amounts of money and frustration and resulting inefficiencies. Studies show that the cost of turnover is three times the annual salary of the replaced employee. However, if you could make more informed hiring decisions, especially when filling your higher-paid leadership positions; it will have the opposite effect. You begin to reap monetary and efficiency benefits in an upward spiral.
What is needed is an advanced evaluation tool. You verify that someone can swim by putting them into the pool. You verify that someone can lead by putting them into a real leadership scenario. Like the pool t
If you are considering outsourcing to India, but need some information on the legal issues in offshore outsourcing or are worried about whether your contract will be honored by the Indian Legal System, read on.Indian Laws on Intellectual PropertyLaws in India are always undergoing amendments, according to the needs of the changing times and in unison with International Laws and practices.India has ratified the World Trade Organization (WTO) Agreement, which came into force on January 1 st 1995 and has also become a party to the A
It is no wonder that the 80/20 rule is in effect at your company and on your team. Despite all of the testing, analyzing, interviewing, screening, background checks and gut feels, you would still like someone more effective in 80% of the positions of your company. That is true for your upper management also. You’d like to see 80% of them hit the road and be replaced by people with abilities and values that mirror those of the 20% that produce 80% of the results.
Avoid The Costly Hiring Mistake You’re About to Make
It’s enough to make you cry, because you simply want someone who can handle the responsibilities of the job, and you’ll gladly pay well for their services. To complicate the matter, when considering upper management and executive staff, a great deal of their responsibility is as a leader. You are no longer looking for a technical expert, whose abilities are easily graded; you are now in that horribly grey area called soft-skills. Can you truly evaluate leadership skills and a person’s ability to operate effectively under stress from a resume, interviews and personality tests?
Look around you for the evidence.
What’s worse is that despite the gross volume of different paper tests, interview techniques and evaluation tools, you are still making mistakes in your hiring decisions. Yet, these mistakes are easily identified in advance, but not by using the existing passive methods. The wrong hiring decisions cost you enormous amounts of money and frustration and resulting inefficiencies. Studies show that the cost of turnover is three times the annual salary of the replaced employee. However, if you could make more informed hiring decisions, especially when filling your higher-paid leadership positions; it will have the opposite effect. You begin to reap monetary and efficiency benefits in an upward spiral.
What is needed is an advanced evaluation tool. You verify that someone can swim by putting them into the pool. You verify that someone can lead by putting them into a real leadership scenario. Like the pool t
Have you ever wondered how Starbucks is so successful? Is it the atmosphere? Perhaps the quality drinks? Or is it just a habit? No matter what the answer is - if you own a coffee shop or small restaurant you need to keep Starbucks business model in mind if you want to succeed!Obviously at this point Starbucks has been around long enough that customers continue to purchase their coffee and breakfast there out of sheer habit. Your job is to break that habit. So...how can you do this and bring in all of the customers that you have been mis
Look around you for the evidence.
What’s worse is that despite the gross volume of different paper tests, interview techniques and evaluation tools, you are still making mistakes in your hiring decisions. Yet, these mistakes are easily identified in advance, but not by using the existing passive methods. The wrong hiring decisions cost you enormous amounts of money and frustration and resulting inefficiencies. Studies show that the cost of turnover is three times the annual salary of the replaced employee. However, if you could make more informed hiring decisions, especially when filling your higher-paid leadership positions; it will have the opposite effect. You begin to reap monetary and efficiency benefits in an upward spiral.
What is needed is an advanced evaluation tool. You verify that someone can swim by putting them into the pool. You verify that someone can lead by putting them into a real leadership scenario. Like the pool t
Meeting new people and feeling comfortable is a learned skill. I’ve found that the more people you meet the easier it becomes and you get better at asking interesting and occasionally provocative questions. And, you have to learn to be an active listener. No one likes someone who interrupts or is preoccupied with getting his or her point across. Conversations are not about winning or loosing, they’re based on learning about another person.-Prepare your “ask for” questions before you attend an event. Also think about what types of answers you’r
What is needed is an advanced evaluation tool. You verify that someone can swim by putting them into the pool. You verify that someone can lead by putting them into a real leadership scenario. Like the pool the characteristics of the leadership scenario don’t have to match the job exactly. To swim, you need enough water over a long enough distance. To lead, you need a task, a team, real stress and real consequences like the kind found in the Leading Concept’s Ranger TLC Experience.
Use This Polygraph to Identify the Real Leader
This leadership scenario is your new polygraph, and it’s legal. It’s like having the candidate’s old boss sitting at your side pointing out exaggerations and lies. Putting your top management candidates into this leadership scenario and evaluating them gives you the ability, in conjunction with the other tools, to avoid costly mistakes and have trust and confidence in the people you do hire.
To learn more about how immersion team building and leadership training can help you visit: http://www.leadingconcepts.com
Copyright 2005 Brace E. Barber
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