‘Win/Wins of successful HR’ – what would you include?

As a starter Win/Win #1 – Attract the ‘right’ staff

Easy to say, but as you know not so easy to achieve, so how do you do it? Do you attract prospective staff in job ads? Do you explain a little about the role, more about the organisation and even more about the recruitment process? Read more

Search for a Star – part 2

The Interview Process is Flawed

Candidates look good on paper and they interview well, but interviews are inconsistent because they are based on:

• “Gut Feel “
• Unstructured interview questions
• Managers recruiting in their like image
• Candidates misleading on their C.V.

The McQuaig Psychometric System™ will help you cut through the fog and find the right people. It will provide you with an effective, objective, interview process that has been proven to work.

Clients tell us that it’s only when you see the results for yourself that you will be surprised with its accuracy.

“It is frightening how accurate the McQuaig Word Survey is. It gives us an insight that questioning never will” Martin McColl, HR Manager.

Try it for FREE in your next recruitment campaign.

McQuaig Psychometric System at ‘Successful Selling Expo 2011′

Thank you to everyone for making yesterday such a positive event. We really enjoyed meeting everyone at the McQuaig Psychometric System stand.

If you missed the opportunity for your own FREE psychometric profile, just let me know and I will arrange a link to be emailed to you. We are looking forward to feeding back back over 60 profiles to those who visited us!

Search for a Star

In the first in a new series on sales recruiting for Winning Edge magazine, IAIN CHALMERS reveals some of the factors that will increase your chances of getting your next hire right. Read more

A job description is not a people description

Pretty much every job these days will will have some kind of job description (I say most – there will still be those organisations hiring people on a wing and a prayer).

But identifying the types of competences needed for a role does not always include the behaviours needed. Behaviours are what make us tick and form the basis of how we will approach a role. Read more

FREE webinar – 5th October 2011 – Improve the Quality of Hire with The McQuaig Psychometric System™

Improve the Quality of Hire with The McQuaig Psychometric System(TM) – 5th October 2011

What happened to the ’sensible’ company board?

Senior appointments are made very carefully using assessment centres, multiple interviews and psychometric profiling.

Some profiling systems, like The McQuaig Psychometric System, build a view of a persons propensity towards behaving in a Sociable manner.

Apparently, without such a focus things at Board Level can go wrong: www.managementtoday.co.uk/news/1086017/Why-boards-go-wrong

On-boarding imperatives – 5 important factors

by Ian Cameron, Managing Director, The McQuaig Institute.

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Having been the  Managing Director of The McQuaig Institute for only seven weeks I thought it only right that I tell you how my own on-boarding process has gone. Based solely on my own experience I  hope that they may give you pause to reflect on your organisation’s on-boarding practices.

Read more

5 ways to improve your internal selection process

Many companies invest considerably in enhancing and structuring external recruitment and selection activities. They:

• utilise placement firms
• purchase résumé tracking software
• administer psychometric tests
• conduct structured behavioural interviewing
• employ a third party to do background and reference checks.

Yet, when it comes to internal selection, they take a more casual approach, often short-cutting the process, despite the fact that the risk and rewards can be higher. Read more

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