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So far Mark Paszkowiak has created 26 blog entries.

Pay For Performance

May 17th, 2016|

The Long and Short of Incentives Possibly the biggest concern with financial incentives is how to balance the needs of the short-term and the long-term for an organization and the manager. Short-Term Incentives Defined as benefits and payments given for goals achieved over a period of less than one year, they are usually a combination [...]

Why Managers Fail and What Can Be Done About it

May 11th, 2016|

3 Key Factors for Senior Management Success When assessing management level candidates, the 3 questions that are needed to be answered are: Did the candidate exceed expectations? What lasting value did he build for the organization? Who did he develop? In interviews, candidates often focus mainly on showing they met or exceeded their financial outcomes [...]

Leading Indicators of Future Success

May 10th, 2016|

What to look for? Most people would agree that the earlier people start learning how to do something, the better they should become at doing it. As an example, it is considered a truism that to produce a world-class athlete or musician, people need to start playing in early childhood — age 3 is often [...]

The Candidate Short-List Method

May 9th, 2016|

  A frightening outcome might be to expend months of valuable management time focusing on a single star candidate who is later found to be unsuitable for the position or turns down the opportunity. In order to have the highest probability of a superior result, it is important that multiple candidates be put through the [...]

The Management Assessment Process

May 6th, 2016|

Is it really only interviews and reference checks? So far, there is little of substance to show for it. Each of these techniques, and many more, came into fashion for a while and then slowly disappeared. After all that has been tried, there remain only 2 methods that are confirmed and widely accepted to be [...]

What are Illegal Interview Questions?

May 5th, 2016|

Illegal Interview Questions Any question that could lead to a person being denied employment because of discriminatory beliefs is normally unlawful in most so-called advanced countries. Hiring managers should not ask about any of the following attributes because it would be considered contrary to equal employment opportunity and  anti-discrimination laws. Age Gender Ethnicity Religion Disability [...]

Balanced Interviewing: Getting the Complete Picture

May 4th, 2016|

  It is not that past failures are bad. Most successful business people feel strongly that experience with failure is essential to the development of well-adjusted, adaptable leaders. A person with more than 10 years of working experience who claims to have never seriously blundered might not be a risk-taker or mature in his or [...]

Dealing with Resume Deceptions

May 3rd, 2016|

  This fact should not reduce a candidate's value (much) in the eyes of experienced hiring managers. However, many candidates use various common tactics to reduce the unsightly impact of breaks and blemishes in their resumes. These tricks are generally not considered fraud but it is up to the interviewer to ask specifics about each [...]

“Blacklist” Candidates

May 2nd, 2016|

  Previous Failed Candidates Candidates who were assessed in the past by one manager but deemed unsuitable can usually be considered again by another manager or department in the same company. The exception is when the candidate fails the reference check, background confirmation or some other important indicator of past performance or integrity. The result [...]

Getting Candidate Attention

April 29th, 2016|

There is all sorts of bad advice about screening candidates over the telephone. Quotes such as those of the side of the page might apply when recruiting for high-volume, commodity jobs if there are masses of applicants but it is a SURE ROUTE TO FAILURE in most other situations. This is especially the case when [...]