It’s an interesting sign of the post-pandemic focus on distributed teams that leading tech companies are hiring C-suite and senior level roles dedicated to remote work. 

Psychometric assessments were first used by the US Army during World War I in an attempt to predict which soldiers would suffer from post-traumatic stress (called “shell shock” at the time). Today, the psychometric testing industry is estimated to be worth more than $500 million with annual growth estimated at 15%. 

We have a good amount to be grateful for at the end of 2020 here in Australia and New Zealand. While the impact of the novel coronavirus was undoubtedly felt and still lasting, particularly in Melbourne, the outlook in the Australia and New Zealand region is positive compared to other developed countries.

We have been conducting a series of internal projects to see what sort of statistics are available on a broad range of workplace topics including leadership, teams, culture, diversity, millennials, engagement, and recruitment. 

Below is a list of the most crucial mistakes that we see employers make when it comes to the job interview.

The “hire for attitude, train for skill” motto is originally attributed to Herb Kelleher, one of the co-founders of US-based Southwest Airlines. When Kelleher became chairman in 1978, he charged the People Department (aka HR) with the responsibility of hiring people with a sense of humour.

The “god complex” can be found in hiring managers who believe that they have rare and wonderful powers of observation. Basically, these managers believe they're smart enough to determine a good candidate when they see one.

Behavioural interviewing does not have any single known originator to whom the method belongs, but seems to have emerged as a popular and widespread approach all over the world around the mid-to-late 1990s. It has since become the “gold standard” interviewing practice for hiring managers and recruiters.