Wednesday, October 24, 2012

The 5-step process for optimizing employee performance

The biggest element missing from a typical employee performance review process is the process itself. Many employers do not have an established program for tracking and evaluating their employees' achievements, strengths, weaknesses, and other key performance indicators. Rather, employers often create some general success metrics, from which they arbitrarily reward and discipline employees.

But you cannot optimize employee performance if you lack deep insight into employees' contributions to the company. That's why we've created and institutionalized a 5-step process for monitoring, measuring, and optimizing our employees' performance. Our process is rigorous and well-defined, and has powered the continual improvement and advancement of our management team over the past several years. I wanted to explain how it works for my third post on HR best practices.

Friday, October 19, 2012

3 recruitment tests to know if a job candidate is right for your company

Individualized candidate testing is a crucial part of the interview process for any high-growth organization. We administer not one, not two, but three tests to candidates to find the people who can power the company forward.

But what truly makes our tests effective is how we customize them according to the position. Our tests are designed to validate the quality of a candidate. Consequently, our tests must measure the exact skillset we seek. This might sound obvious, but administering inappropriate tests is one of the biggest recruitment mistakes employers make.