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Why passion shouldn’t be a job requirement
Are you passionate about your job? Do you absolutely love what you do? Does every single one of your work responsibilities make ...
How to find good employees: hire for skills, not talent
To find good employees, focus on measurable skills rather than vague concepts of talent. Conduct a skills gap analysis, write sk...
Group interview activities, tips and ideas for success
To conduct a successful group interview, you need to plan the process, prepare your interviewers, and deliver a strong opening m...
How to explain your structured interview process to candidates
Structured interviews, while more rigid, offer a fair, consistent, and objective hiring process. To make candidates comfortable,...
The problems with employee integrity tests
Integrity tests aim to measure honesty, dependability, and work ethic, but they come with several challenges. These include pote...
The pros & cons of interview scorecards
Interview scorecards aid in structured interviews, providing a consistent method to evaluate candidates. They enhance focus, fai...
Pre-employment testing: pros and cons
Pre-employment testing can predict the quality of hire under certain conditions. These tests should be legal, job-related, and w...
The world’s most enduring personality test is a meaningless parlor game
If you work for a large organization you’re probably already aware that yours is one of 16 distinct personality types. You may b...
The problem with hiring for ‘culture fit’
Culture fit is trending again—but not in a good way. In the 70s, organizational psychologist John Morse conducted an experiment ...
Giving interview feedback: the dos and don’ts
The dos of giving interview feedback include telling the truth, writing creatively, being tactful, praising when possible, and a...
Addressing interview red flags
Malcolm Gladwell famously wrote in his bestselling book, ‘Blink,’ that “the key to good decision making is not knowl...
How to assess soft skills in an interview
How can you tell whether a candidate who looks good ‘on paper’ will be good ‘in person’? Soft skills make all the difference. So...