Remove 2001 Remove ATS Remove Benchmarking Remove Employee Engagement

Fine-tune hiring with pre-hire assessments

HR Management

Some recruiters will have fit-for-the-role tests and even benchmarks. Pre-hire assessment tools help companies know, engage and grow their employees at a deep level, which allows them to develop plans and best utilize strengths to increase productivity. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International.

Invest In and Trust Your Workforce

HR Management

I am in regular contact with my managing director and at least once a week with the full executive team. If time zones get in the way of face-to-face meetings, we record them, and the links await the team member when they are back at their desk. All staff are hired not just for their talents and credentials, but also for the “fit” to the benchmarked role they will fill. In return my employees are happier and loyal. Remote work is really about trust.


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Performance Management Not Meeting Expectations? Remember the Goal.


In fact, less than 25% of employees, managers, and HR leaders feel their current performance management practices are valuable. Unfortunately, a Cornerstone OnDemand (2013) survey found only 34% of employees felt they received useful feedback from managers within the 6 months preceding the study and only 40% felt feedback received during their performance review helped them improve their performance. Do employees have a voice in the feedback process? 2001).

The Heartbeat of the Organization

Conversation Matters

Increasingly employees do not go into the office to get their work done – they are able to work quite effectively from a remote site. And both note, that if they required employees to relocate they would lose critical talent. “It It is the talent that matters,” observes James Brooks Director of Employee Engagement, at Cisco. “We Hewitt’s 2 study estimated cost savings of $2000 per employee. You can reach me at .

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