As mentioned in Part 1, when looking for new employees, the recruiting advert will be one of the crucial features that attract the right talents with the same goals as the organisation. Moreover, the recruiter’s decision on who to hire can be notably influenced by their experience and assumptions, causing the hiring process to be frustrating for both sides.

There have been many efforts to learn and analyse the drives behind the way humans behave, and more specifically, to understand how employers and candidates make decisions before and after the hiring process. It is revealed through behavioural science that most of our actions are decided under the influence of automatic, instinctive and intuitive thought processes.

The days of marriage lasting forever and the days of an employee working at one company forever are long gone. Let’s face it; it is uncommon for an employee to remain at one company for more than 5 years. Although companies cannot prevent employee turnover, they can take steps to reduce their turnover rate and increase employee tenure. So, why do employees choose to end the relationship and voluntarily leave a company?

The life of a middle manager can be a harrowing one.  You may be given many problems, but not necessarily the direct authority over many of the players to easily carry out the solution. Follow this recipe for critical success in managing from the middle.

As we mentioned in Part 1 of this article, the last 2 mistakes are going to reveal detail about how interviewers can make the interview much less effective than expected.

Working as a recruiter gives you many interesting experiences. One of the most exciting parts is interviews. Job candidates make a lot of mistakes in interviews. That's bad—at least for a person hoping to get hired—but what's much worse is when you, as the interviewer, make one of the following 5 mistakes. In part 1, we’ll cover 3 mistakes that will decrease the quality of the interview.

Though attracting high-quality talents is important for the growth of the company, retaining your current high performers are also equally crucial. A high employee turnover rate is downright costly and energy draining. Thus, part of the managers' responsibility is to find out the source of motivation that makes their employees stay and the root causes that drive the employees to quit. In today's article, we'll discuss why your employees are leaving you.

Whether you're a CEO or a mid-level manager, it is important that you have an accurate picture of your leadership skills. This includes personal leadership skills such as organisation and time management, as well as higher level skills including delegation, communication, vision and empowerment of others.

Because managers carry more responsibility than any other position in most offices, their personal development is sometimes forgotten. Over time procedures can become routine, and managers can unconsciously begin to derail. How can your leaders become effective managers?

We have all heard the saying “Knowledge is power,” but at times we become lazy and forget the power of learning. Most of us start out at a new job eager to learn the ins and outs of our new employer. In the initial training and development program, we tend to be more tentative and receptive of the information we are being provided.