Resources

This report presents what many agree is probably the most important personal and career related information you can have about yourself. It could not be derived from tests or computer matches. It required roughly 14 hours of individualized reflection both on your part as well as People Management’s.

SIMA® Autobiographical Input Form

Interviews need to be supported and shaped by a technology for eliciting and processing information from job candidates to predict on-the-job performance

There is a latent distinction between personal uniqueness as divinely determined and as self-determined. The first dimension is more explicit; the second, a logical conclusion from Scheler's notion of person as pure spirit. In the following study Joshua Miller will first thematize these two aspects of personal uniqueness. Then he will explore Scheler's idea that one gains knowledge of these aspects of a person through love.

The self-communication of being and the human person's intellectual vocation to draw it gradually into logos are important themes in the writing of W. Norris Clarke. This article addresses two related obstacles to understanding the person's individual essence; (1) the limited intellectual reach of the potential knower, who has no access to another's subjectivity, (2) the person's inability to reveal her individual essence in any one act and the need for it to be gradually unfolded.

With leading consultants putting the cost of hiring the wrong person at two or three times compensation, every organization should seek ways to minimize this unfortunate event. Heeding the seven practical steps outlined below can greatly increase the hiring success rate of any organization.

Congratulations! You just accepted the job of your dreams. You know the company, its competitors, and the industry it operates within, but what do you know about the internal workings of your new organization? The corporate culture, protocols for how issues will be addressed, who the key players are, who is likely to be a key player in the future?

"This job was fine in the past, but I can't see myself doing this for another 15 years."

How will the Internet impact senior management recruitment?

In a crowded world of slick recruiters with fancy brochures, it can be rather challenging to determine which firm can best meet your organization's needs.

Top-flight companies at the threshold of the new millennium have witnessed a radical change in the dynamics of recruiting - namely that the demand for talent exceeds the supply across an alarming range of functions and positions.

The difference between a great hire and a big mistake lies in the ability to understand (and thus predict) how a particular individual will carry out a particular role.

Hiring your next CEO (CFO. VP Sales & Marketing, etc.) does not have to be a “roll of the dice”! (See How to Hire Great Leaders - Part I) It is possible to predict how a candidate will or will not perform leadership responsibilities.

SIMA International, Inc. specializes in leadership identification, selection and evaluation for a variety of rapidly growing companies. Our unique SIMA® process allows us to match internal candidate strengths against critical position requirements, producing highly successful, long- term job fit and leadership performance.

The tragic failure of psychology over the last century to discover a rudimenatry science for understanding human nature and predicting individual behavior has been a disaster for the majority in every generation. As a result, our foundational institutions of education, work and religion are built on faulty models which do not reflect the actual nature and behavior of persons.

With leading consultants putting the cost of hiring the wrong person at two or three times compensation, every organization should seek ways to minimize this unfortunate event. Heeding the seven practical steps outlined below can greatly increase the hiring success rate of any organization.

Congratulations! You just accepted the job of your dreams. You know the company, its competitors, and the industry it operates within, but what do you know about the internal workings of your new organization? The corporate culture, protocols for how issues will be addressed, who the key players are, who is likely to be a key player in the future?

If it won't go away, the problem likely is caused, exacerbated or not prevented because the strengths or Motivated Achievement Patterns (MAPs®) of the employee(s) and/ or their supervisors do not match the critical requirements of the work.

Regardless of where you are in your career as a minister, you first need to establish or remind yourself of a central aphorism of God's game plan for His servants:
Build your ministry around God's sanctified gifts to you. it is only then that you produce fruit of worthy and excellent service. only then do you please and glorify the One who designed you.