Joan Pasay

How is this candidate's personality being scored? By a test? Considering most personality tests are not based on science I wouldn't use one in the hiring process, it's just asking for a candidate to give you the answers they think you want. Better to use skills-based testing since you want the candidate to do a specific job, that requires a skill set. Not pass a personality contest. A good set of skills-based tests (Test Gorilla) could identify candidate's with the ability to work in a team, or alone, or had the ability to resolve conflicts or other. To me it seems unethical to use a non-scientific approach, like a personality test. Personally I would be pretty pissed if I found out I didn't get a job because of a personality test.

Everyone works where they work for a number of reasons, and surprisingly the money usually isn't on the top of the list. Common motivators are: *Work-life balance, especially the willingness to accommodate daycare/kid's school schedules *Agreeable co-workers *Competive wages/benefits *Location in comparison to home *Career development opportunities *Autonomy *Belief in the company cause *Company pays for training, certifications and memberships *Work isn't boring Keeping tabs on employee motivators will make it easier to have the conversation about why they are looking elsewhere. Perhaps you can accomodate them, or perhaps you can't. But if you find a common theme as to why employees want to leave...you probably have a problem

Early on in my HR career I got denied a salary increase based on my own stupidity. After I asked for the increase the CFO said, "I don't think you deserve it!" and laughed. I was not prepared for his "assessment" and left his office, went to the bathroom, and cried my eyes out. (I was very young and inexperienced...) Had I known what I know now I could of at least given data as to the industry average, which I was below, as well as a summary of the contributions I had made, which was a lot. I never got denied a request for a salary increase again as I had learned my lesson the hard way. I also used my new found knowledge of "get yourself prepared" to decline job offers at less than market too, which probably saved me a lot of grief.

When you need to give feedback to a senior colleague it's helpful to sandwich your feedback with "I've noticed something that I think is hurting the business and I'd like to talk to you about it and tell you how I think some simple tweaking could help make things better." If that sparks their interest...proceed with "What I've noticed involves something involving your group. Are you open to talking about it?" If they say "no", that's the end of it. If they say "yes" then proceed with talking about the situation without being accusatory or judgemental. Always bring the issue back to how the situation is hurting the business giving specific examples of the pain the situation is causing. Speak calmy, and without heightened emotions.

HR professionals who have general business knowledge and expertise are more attractive candidates for senior HR roles. Why? HR pros don't operate in a bubble, or at least they shouldn't...Having a full understanding of how a business works, especially finance makes a huge difference in your ability to sit at the senior management table and understand higher level business issues as well as being able to contribute with meaningful insights, problem solving solutions and reality-based processes.

Always be hyper realistic and estimate wisely regarding what can be done and in what time. Reorganization projects come with many twists and turns, some will slow things down and others will increase your acceleration. Balancing both the big reorganization project and home life will be a challenge if there were too tight of deadlines, too many promises made and a over zealous senior executive demanding more than what can be delivered. Be kind to yourself and closely monitor staff, watching for cracks and gaping holes in the project's movement. If things are going to fast for everyone's comfort focus on manageability and saving enough strength for the long haul rather than a quick sprint and then exhaustion.