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.

LinkedIn recently released a series of “How I Hire” articles that is well worth the time of any HR / recruiting professional.

We think there is merit in using pre-screening tasks, just so long as they are able to 'test' the skills or attributes that are known to be important (to the job and/or the company culture) and it doesn’t ask for an unreasonable amount of work up-front.

A list of critical mistakes that we see employers commonly make in the recruitment process.

First and foremost, we believe job descriptions should be short! The best job descriptions are the ones that get read. If they don’t get read, what's the point in having one?

Meet Ellison Bloomfield. Writer. Consultant. Predator. Aside from her uncanny resemblance to the red-haired character Hawkgirl, one of the few seriously hard-hitting female comic book superheros, Ellison is a unique story in the history of job search in Australia.

The answer in short is yes (DISC can be used for recruitment), however, we recommend a complete job benchmarking process including the use of other assessments in the process.