How to identify competent (and incompetent) managers

Effective managers do more than just supervise employees: they take responsibility for ensuring that an individual succeeds, and that the team, department or business unit achieves expected results.

The most productive companies provide their managers with the information and tools they need to understand the capabilities and styles of their teams. This gives managers a solid foundation for more effective coaching relationships.

Over the years we have identified eight signs of incompetent managers:

1. Poor communication skills

2. Weak leadership capabilities

3. Inability or unwillingness to adapt to change

4. Poor relationship-building skills

5. Ineffective task management

6. Poor productivity

7. Poor development of others

8. Neglectful of own personal development

Sound familiar? Let’s take a look at each of the signs in detail.


By Martin Goodwill, managing director of employment testing service, Profiles International

Effective managers do more than just supervise employees: they take responsibility for ensuring that an individual succeeds, and that the team, department or business unit achieves expected results.

The most productive companies provide their managers with the information and tools they need to understand the capabilities and styles of their teams. This gives managers a solid foundation for more effective coaching relationships.

Over the years we have identified eight signs of incompetent managers: Leer más “How to identify competent (and incompetent) managers”

Your Resume Is Boring — And How to Increase Your Career Opportunities

If you are wondering why you aren’t called in to interview for great job opportunities, it’s undoubtedly because your resume is not “powerful,” and significantly undersells your abilities and experience. Having worked with major corporations on the design of their hiring and resume screening processes, I can attest that nearly all applicants fail to adequately highlight themselves in a way that increases their chances of being selected for further evaluation. While you may actually be a very good fit for the roles and the organizations to which you have applied, chances are that your boring resume doesn’t instill that perception in the 15-20 seconds that those charged with screening resumes typically spend per applicant.

Even if you are not currently seeking a new role, failing to adequately highlight your achievements is a weakness that can impact you throughout your career. When it comes to performance appraisal, promotion consideration, and even day-to-day work assignment, learning how to influence the perception of you as a performer is key to ensuring that your career reaches the heights you desire.

Over a decade ago, Fast Company magazine dubbed me the “Michael Jordan of hiring,” so if you want to have a resume as powerful and effective as Michael Jordan’s actually is, consider each of the checklist items that follow.


If you are wondering why you aren’t called in to interview for great job opportunities, it’s undoubtedly because your resume is not “powerful,” and significantly undersells your abilities and experience. Having worked with major corporations on the design of their hiring and resume screening processes, I can attest that nearly all applicants fail to adequately highlight themselves in a way that increases their chances of being selected for further evaluation. While you may actually be a very good fit for the roles and the organizations to which you have applied, chances are that your boring resume doesn’t instill that perception in the 15-20 seconds that those charged with screening resumes typically spend per applicant.

Even if you are not currently seeking a new role, failing to adequately highlight your achievements is a weakness that can impact you throughout your career. When it comes to performance appraisal, promotion consideration, and even day-to-day work assignment, learning how to influence the perception of you as a performer is key to ensuring that your career reaches the heights you desire.

Over a decade ago, Fast Company magazine dubbed me the “Michael Jordan of hiring,” so if you want to have a resume as powerful and effective as Michael Jordan’s actually is, consider each of the checklist items that follow. Leer más “Your Resume Is Boring — And How to Increase Your Career Opportunities”

No trate a su capital humano como un recurso

Existen muchas empresas que día a día pierden liderazgo y competitividad en el mercado, debido a que cuentan con organizaciones deficientes u obsoletas que les generan un lastre a su rentabilidad y a la vez un impacto negativo al desarrollo y motivación de las personas que la conforman. Acrecentado éste, por Directivos o Gerentes que sólo buscan su beneficio y desarrollo propio, no importándoles la organización, ni su Capital Humano, generando discriminación y conflictos con reglas y exigencias para los demás en forma coercitiva y punitiva.

-“El principal medio de producción en la aldea global es el cerebro humano…”
-”La demanda mundial se reorientará crecientemente a productos que sean intensivos en conocimiento más que en materia”.
-”Las ventajas competitivas valdrán menos que los sueños de una mariposa si no le incorporamos conocimiento”.

Fuente: El talento mueve el capital. Funky Business.

Sin embargo, se autoexoneran de ellas y para colmo promueven ante los demás su cumplimiento, buscando imponer su autoridad formal y tratan a sus colaboradores como un recurso descartable que solo sirve para explotar y conseguir sus objetivos personales.

No entienden que el Capital Humano, mal denominado Recurso Humano, es lo más importante de una organización ya que es su nervio vital. Una empresa puede tener la mejor infraestructura, tecnología, planta industrial o el equipo más moderno pero no será suficiente para continuar y tener una garantía de éxito en el mercado. Solamente las personas con sus conocimientos, habilidades, actitudes y aptitudes son capaces de impulsar o destruir una organización, por tanto, su significación es invaluable.

“Los gerentes y los investigadores de la administración llevan mucho tiempo suponiendo que las metas de la organización son inalcanzables, a menos
que exista un compromiso permanente de los miembros de la organización. La motivación es una característica de la psicología humana que contribuye al grado de compromiso de la persona.”


recursos-humanos-capital-humanoExisten muchas empresas que día a día pierden liderazgo y competitividad en el mercado, debido a que cuentan con organizaciones deficientes u obsoletas que les generan un lastre a su rentabilidad y a la vez un impacto negativo al desarrollo y motivación de las personas que la conforman. Acrecentado éste, por Directivos o Gerentes que sólo buscan su beneficio y desarrollo propio, no importándoles la organización, ni su Capital Humano, generando discriminación y conflictos con reglas y exigencias para los demás en forma coercitiva y punitiva.

-“El principal medio de producción en la aldea global es el cerebro humano…”
-”La demanda mundial se reorientará crecientemente a productos que sean intensivos en conocimiento más que en materia”.
-”Las ventajas competitivas valdrán menos que los sueños de una mariposa si no le incorporamos conocimiento”.

Fuente: El talento mueve el capital. Funky Business.

Sin embargo, se autoexoneran de ellas y para colmo promueven ante los demás su cumplimiento, buscando imponer su autoridad formal y tratan a sus colaboradores como un recurso descartable que solo sirve para explotar y conseguir sus objetivos personales.

No entienden que el Capital Humano, mal denominado Recurso Humano, es lo más importante de una organización ya que es su nervio vital. Una empresa puede tener la mejor infraestructura, tecnología, planta industrial o el equipo más moderno pero no será suficiente para continuar y tener una garantía de éxito en el mercado. Solamente las personas con sus conocimientos, habilidades, actitudes y aptitudes son capaces de impulsar o destruir una organización, por tanto, su significación es invaluable.

“Los gerentes y los investigadores de la administración llevan mucho tiempo suponiendo que las metas de la organización son inalcanzables, a menos
que exista un compromiso permanente de los miembros de la organización. La motivación es una característica de la psicología humana que contribuye al grado de compromiso de la persona.” Leer más “No trate a su capital humano como un recurso”

Catch Me if You Can

You have a great candidate who seems ideal for the job you’re looking to fill and you start researching her online. You land on her Facebook page where you see a picture of her and your spouse or partner, which suggests that they’re more than friends. What do you do?

1. You shred the resume and delete it from your ATS
2. You make up a reason why she’s unqualified
3. You look up the classifieds in Soldier of Fortune magazine
4. You decide to interview her anyway

If you picked #4, you’d be in the minority.

In a recent survey by Microsoft 84 percent of U.S. recruiters think it is proper to consider personal data posted online when evaluating a candidate and do online research using search engines, social networking sites, photo- and video-sharing sites, personal Web sites and blogs, Twitter, online-gaming sites, and even classifieds, and auction sites like Amazon, eBay, Craigslist, etc. What they expect to find in that last category is a mystery, but I guess you never know. Now whether all this “research” does anything to improve the quality of hires, or it’s just an excuse for voyeurism, is something we’ll likely never know. The survey doesn’t address results or even ask about the respondent’s perception of results.


You have a great candidate who seems ideal for the job you’re looking to fill and you start researching her online. You land on her Facebook page where you see a picture of her and your spouse or partner, which suggests that they’re more than friends. What do you do?

  1. You shred the resume and delete it from your ATS
  2. You make up a reason why she’s unqualified
  3. You look up the classifieds in Soldier of Fortune magazine
  4. You decide to interview her anyway

If you picked #4, you’d be in the minority.

In a recent survey by Microsoft 84 percent of U.S. recruiters think it is proper to consider personal data posted online when evaluating a candidate and do online research using search engines, social networking sites, photo- and video-sharing sites, personal Web sites and blogs, Twitter, online-gaming sites, and even classifieds, and auction sites like Amazon, eBay, Craigslist, etc. What they expect to find in that last category is a mystery, but I guess you never know. Now whether all this “research” does anything to improve the quality of hires, or it’s just an excuse for voyeurism, is something we’ll likely never know. The survey doesn’t address results or even ask about the respondent’s perception of results. Leer más “Catch Me if You Can”

Recruiting is more fun than you think

Twenty years ago, you could embellish your resume or list of professional qualifications more or less with impunity – no one would bother to take the time to find out whether you were, in fact, the president of your university newspaper or a keynote speaker at an industry conference a couple of years ago.

These days, recruiters and potential employers can check all this info by spending less than 5 minutes Googling. So if your company website lists you as ‘Marketing Coordinator’, don’t give yourself a more senior title (like ‘Marketing Director’) on your social media channels – I guarantee that you’ll be found out faster than you think.


I like recruiting and branding.
Sometimes in that order, sometimes not.

7 ways to ensure social media isn’t ruining your job hunt

posted by Sarah WelsteadFACT: More than 90% of recruiters say that social media is now their first resource when they’re looking for candidates to fill a role.

WHAT THIS MEANS FOR YOU: No matter what stage you’re at in your career, what industry you work in, and what job title you have, social media is going to be a big factor in finding – and landing! – your next new job.

There’s no such thing as not being in the job market… (let’s see >>) Leer más “Recruiting is more fun than you think”

10 Post-Interview Reflections

After an interview, it’s important to take a lot of deep cleansing breaths and reflect about the “process.” If you’ve been at a job search for a while, really excited about this particular position or just aren’t sure how to gauge your performance, use these questions as a guide. More importantly, use your answers to become the better, smarter candidate:

1. Did you feel comfortable during the interview?
2. Which questions could you have answered better?
3. Where were you successful? And not so much?
4. Were there awkward silences?
5. Were you able to demonstrate your understanding of the organization?
6. How was your conversational style?
7. Did the interviewer ask questions that you couldn’t answer?
8. Did the interviewer have any concerns about your work history, candidacy or skills?
9. Were you able to ask questions at the end about the organization or position? If so, were the answers helpful?
10. Would you do anything differently next time? Or say something different?


After an interview, it’s important to take a lot of deep cleansing breaths and reflect about the “process.”  If you’ve been at a job search for a while, really excited about this particular position or just aren’t sure how to gauge your performance, use these questions as a guide. More importantly, use your answers to become the better, smarter candidate:

  1. Did you feel comfortable during the interview?
  2. Which questions could you have answered better?
  3. Where were you successful?  And not so much?
  4. Were there awkward silences?
  5. Were you able to demonstrate your understanding of the organization?
  6. How was your conversational style?
  7. Did the interviewer ask questions that you couldn’t answer?
  8. Did the interviewer have any concerns about your work history, candidacy or skills?
  9. Were you able to ask questions at the end about the organization or position? If so, were the answers helpful?
  10. Would you do anything differently next time? Or say something different? Leer más “10 Post-Interview Reflections”

You and Your Rockstar Resume

I admit that I have spent way too much time trying to find the “best post” for today, and after a long weekend, I am feeling overwhelmed by all my choices and ideas. So, I’m finally done talking, and have chosen to write about two alternative resume formats including a “Social Resume” and VisualCV – both are online tools aimed at helping candidates tell their best story through personal branding. These shouldn’t replace your “old school” resume format, but they may provide additional networking opportunities:

The Social Resume: Our friends at the Brazen Careerist Network launched a new platform this past March, aimed specifically at Generation Y’ers (those born after 1978). This tool is intended to get conversation started online in “real time” and bring the younger set to the forefront of ideas, strategy and thought. If you’re an entry to mid-level career person, this site is for you. The Social Resume is a one-of-a-kind, interactive showcase of your top ideas from around the web. According to Brazen, “this online tool provides a place to organize your thoughts and ideas so that employers, colleagues and friends don’t forget just how smart your really are.” Geared to the post 1978 crowd, the Brazen Careerist site attracts recruiters to its site as thousands of potential employees showcase their potential, strategic thinking and online branding effort.


I admit that I have spent way too much time trying to find the “best post” for today, and after a long weekend, I am feeling overwhelmed by all my choices and ideas.  So, I’m finally done talking, and have chosen to write about two alternative resume formats including  a “Social Resume” and VisualCV – both are online tools aimed at helping candidates tell their best story through personal branding.  These shouldn’t replace your “old school” resume format, but they may provide additional networking opportunities:

The Social Resume: Our friends at the Brazen Careerist Network launched a new platform this past March, aimed specifically at Generation Y‘ers (those born after 1978). This tool is intended to get conversation started online in “real time” and bring the younger set to the forefront of ideas, strategy and thought. If you’re an entry to mid-level career person, this site is for you. The Social Resume is a one-of-a-kind, interactive showcase of your top ideas from around the web. According to Brazen, “this online tool provides a place to organize your thoughts and ideas so that employers, colleagues and friends don’t forget just how smart your really are.”  Geared to the post 1978 crowd, the Brazen Careerist site attracts recruiters to its site as thousands of potential employees showcase their potential, strategic thinking and online branding effort. Leer más “You and Your Rockstar Resume”