NYC – You think you know everything…oh wait – thats the other team…

David Wright of the NY Mets – arguably one of the best third base players currently, takes on the Phils in the 3 game series this week.


This is a continuation of a series produced by Aspen Advisors on improving recruiting progressively and systematically over the next six months, in parallel with the Major League Baseball Season. 

SERIES 3:  Philadelphia Phillies vs. New York Mets @ Citi Field / April 13, 14, 15


Testing and formalized assessment is a good thing.  Our Prime Group in Pando has some interesting behaviors when it comes to formalizing assessment. This group tends to use 1) additional online assessments during the application process, 2) has a copy of the resume handy during an interview consistently, 3) takes notes, and 4) uses formalized questions that are clearly prepared and observed during an interview.

Now other companies do share some or all of these behaviors – no question. However, it is interesting that those traits happen more consistently in companies that score better overall when it comes to experience ratings from candidates, new hires, and hiring managers. Oddly enough, they don’t necessary score “better” when interview processes are reviewed. All the scores are within margin of error, so don’t look for a quick upshot in feedback when you increase formality. In fact, the Prime Group picks up the same number of low scores for interview and assessment topics. That does not surprise me – its a candidate driven marketplace, and in demand talent may feel that some formalized assessment may not be required.

The takeaway? Make an effort to review your assessment processes and the perception of formality in those processes from both the candidate and hiring manager’s point of view.  Using the traits above long term mirrors the profile of companies that have higher experience scores from hiring managers reviewing recruiting’s performance, and candidate scoring on the recruiting experience. Formality isn’t a bad thing – in fact, I look my best in a tuxedo 🙂


Smooth or harden lines to reinforce your story.  “WHAT? What’s smoothing a line?” LOL. I know.

When you create a trend line, you have usually the ability to choose how the line is actually drawn. You can either have a connect the dots kind of look or a smooth look. However, you can see that the visual tends to tell to story. The smoother the line, the less volatile the trend appears.

Screenshot 2015-04-14 10.23.35

Example of chart 1 with SMOOTH lines, indicating within tolerances or targets

If I was to change the line to be straight line connections, it can show a jaggedness, which can be used to communicate that the trend itself has volatility.

Example of chart 1 with hard lines, indicating volatility

Example of chart 1 with HARDENED lines, indicating volatility

So when you tell the story, if you think the trend line is good or in compliance – give it a smooth line. If it is not, give it a hardened line. The audience will immediately understand that improvement is needed, or the trend needs correction.


Analysis / Problem Identification is a key dimension for any recruiters and recruiting leaders. Honing those skills means better understanding the competencies of that dimension, as listed below. There are probably one or more you can work on, but also one or more you are an expert in. Pick the ones you will develop, and pick at least one you can mentor somebody else on.

Recognizes the problem first; Stays ahead of the problem; Remains effective when another’s direction is uncertain; Persuades people to provide information to help resolve upcoming issues; Cites little problems before they become big problems


Tracking Currency. You would think this is a straight forward concept – but there are global implications here for sure. In many cases, costs are allocated in the regional currencies, and then there is a global currency for a business. As an example, we have customers that track costs in over 10 different currencies, as they have several operating groups located globally. So local data on costs are collected in Rupees, Yen, Australian Dollar, US Dollar, GBP, Euro, and so on. Meanwhile, the global organization is has its headquarters in the EU, so they report to the markets in the Euro, but the US market is the highest growing market. What to do??

First – stop trying to convert everything. Market fluctuations allow for too much volatility, and after a year, what you converted from US Dollar to Euro then means something different now. Instead, report regionally first, in a regional currency. If you have an operating company in Asia, with a headquarters in Singapore – use the Singapore dollar as the regional aggregating currency, don’t covert to Euros – that does not mean much to the operators in Singapore or Asia.

Second – find out what the official company currency is. If you are public – you have one, but if you have several operating entities, you have actually have more than one (see if you are traded on multiple exchanges). If you are private, this could get ugly quick – so talk to finance on what they want you do to when aggregating costs. This is important for tracking expenses, cost per hire, relocation expenses, and so on.

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