Characterizing HiPo Employees Being successful at work is as much about motivation as it is behavior. The most promising employees may look like high-flyers, but before investing time and money in their development, organizations must be sure that they have the necessary drive to seek out and grasp the next career opportunity. The six motivations are: Immersion: Employees prefer roles that require a personal commitment above the norm. Activity: They prefer fast-paced, multi-tasking work environments. Power: They want the opportunity to exercise, influence, and shape how things are done. Interest: They look for roles and assignments that provide variety and stimulation. Flexibility: They seek out work environments that allow more fluid ways of working. Autonomy: They are attracted to roles that allow them autonomy in how they execute their responsibilities.
Overcoming resistance to culture change needs reimagined. Many change teams lament the existence of resistance when they should be using it to their advantage. Leaders are shocked when their organizations don’t immediately embrace their culture shifting initiatives. Rather than allowing resistance to undermine change, leaders and teams can leverage resistance when they understand it and when they apply the principles of strength and simplicity. Many change teams lament the existence of resistance when they should be using it to their advantage. Recognize Real Resistance
Having the right keywords in your social profile, particularly in LinkedIn and Google Plus, is critical to making yourself visible to recruiters and hiring managers who are often searching through them for qualified job candidates. With the right keywords in your social profile, your profile will appear in search results, and appearing in search results is the way you are found by employers and recruiters. Without the right keywords, your profiles (and you) are invisible, regardless of how well-qualified you might be for the job you want, because your resume may never be seen by a recruiter. So, What Are Key Words? The words we type into the search box on a search engine are "keywords." Recruiters and employers use keywords when searching through search engines and social networks, like LinkedIn, as well as employer applicant tracking systems ("ATS") and resume databases. What Are Keywords for Job Search?
Psychometric testing refers to the process of measuring a candidate's relevant strengths and weaknesses. This form of measurement is primarily employed to assess employment suitability, including company-candidate fit. The aim of psychometric tests is to gain an accurate bearing of the candidate's cognitive abilities and personality/behavioural style.
The process of testing candidates is a bimodal process. In order to increase the validity of the psychometric testing process, Psych Press endeavours to assess candidates using both cognitive tests and personality assessments. It has been found that implementing both forms of testing subsequently complements and increases the validity of the assessment process. Detailed below are the main areas of concentration for both cognitive aptitude and personality assessments.
Humans have a remarkable capacity to understand what other people are doing. This plays an important role in our ability to strategize about what the other side is likely to do in a negotiation and to make sense of why the people we work with act as they do. The most common way we do this is by imagining ourselves in someone else’s position. But the problem with simulating other people’s behavior by imagining what we would do is that there are systematic ways that other people differ from us. These differences lead to errors in our predictions about how other people will act. One of the most obvious ways that people differ is in their core personality characteristics. Personality reflects relatively stable differences in the goals that people are motivated to pursue. If you understand the core dimensions of personality, then you can use that information to assess the characteristics of the people you work with. When you know their personality profile, you can make better predictions about what they will do. A great place to start is with what personality psychologists call the Big Five personality characteristics. These traits reflect the most prominent ways that people differ from each other.
Why do we even care about being authentic? That’s a very good question and it deserves a very good answer. Authenticity sees inside your hard shell exterior and opens your eyes to what you really want from your life. Authenticity means you aren’t exhausted trying to be the person you think you must be instead of who you were meant to be. If we are true to ourselves we are not limited, we are fulfilled, we are healthier, happier and here’s a newsflash for you; when we are authentic we trust – trust ourselves and others trust us too. Authenticity paints a wide stroke affecting individuals, team morale, employee engagement, innovation, customer service, and the cultures in our workplaces. The effects of authenticity are real. Before you even finish reading this book you can start to practice authenticity.
Unfortunately, there are many job interviews that one attends that went badly for him or her. You were too anxious, nervous and generally feel bad about your performance. It can happen - after the job interview, one should learn from job interview mistakes for his next interviews. However, there were many cases that the body language of the interviewer is unclear. This article provides 10 signs of a bad job interview.
Wie de vele berichten over verantwoord beleggen leest, krijgt de indruk dat het onbegonnen werk is. Alleen over controversiële wapens lijkt overeenstemming te zijn. Maar onderwerpen als klimaat, bezette Palestijnse gebieden, werknemersrechten en conflictgrondstoffen zijn omgeven door dilemma's. Ook is er onenigheid wat nou het meeste effect heeft. Praten met bedrijven over hun slechte prestaties op het gebied van bijvoorbeeld mensenrechten? Of juist niet in bedrijven met slechte prestaties beleggen? Hoe bereik je echt iets: door niet te investeren in wat niet goed, is of door alleen te investeren in wat wel goed is? Al die vragen en overwegingen kunnen je de indruk geven dat je maar beter niet aan verantwoord beleggen kunt beginnen. Toch willen steeds meer pensioenfondsen, verzekeraars en banken die kant op. Gaat dat wel goed?
The world of work—and the world in general—is changing. People are living longer, new technologies are emerging, and we’ve never been more globally connected. That means the skills we use now in the workplace are not necessarily the skills we’ll need in the future. To get a sense of what skills you might want to start investing your time into developing, check out the infographic below.
Have you ever wanted to boost your professional skills but been held back for one reason or another? Maybe your department doesn’t have a training budget, and you can’t fathom the thought of throwing down $500 for a class. Maybe you’re not sure where to find the right class for you. Or maybe you’re simply overwhelmed by all of the options! Well, we’re leaving you with no excuses: This Professional Development Month, we’ve updated our round-up of fantastic classes, webinars, tutorials, and videos that’ll help you learn new skills—whether you want to try your hand at programming, master public speaking, or be a better leader to your team. Best of all, they’re all under $200—and many are free! All of the classes on our list are appropriate for just about anyone who wants to learn about the topic (no fancy skills or special experience required!). So, choose one or more, and get ready to get to the next level in your career.
Pope Francis has made no secret of his intention to radically reform the administrative structures of the Catholic church, which he regards as insular, imperious, and bureaucratic. He understands that in a hyper-kinetic world, inward-looking and self-obsessed leaders are a liability. The Pope’s message to his colleagues was blunt. Leaders are susceptible to an array of debilitating maladies, including arrogance, intolerance, myopia, and pettiness. When those diseases go untreated, the organization itself is enfeebled. To have a healthy church, we need healthy leaders. Through the years, I’ve heard dozens of management experts enumerate the qualities of great leaders. Seldom, though, do they speak plainly about the “diseases” of leadership. The Pope is more forthright. He understands that as human beings we have certain proclivities — not all of them noble. Nevertheless, leaders should be held to a high standard, since their scope of influence makes their ailments particularly infectious. The Catholic Church is a bureaucracy: a hierarchy populated by good-hearted, but less-than-perfect souls. In that sense, it’s not much different than your organization. That’s why the Pope’s counsel is relevant to leaders everywhere. With that in mind, I spent a couple of hours translating the Pope’s address into something a little closer to corporate-speak.
In that deflating moment when the star employee you painstakingly mentored tells you that despite much admiration and gratitude she’s leaving for something better, it’s easy to react emotionally and to blame others—those disloyal millennials, can’t believe the competition poaches like that—but you can only reduce turnover in the future by accepting “blame” yourself. Loyalty is a two-way street. After the warm goodbyes and mental expletives, it is worth taking a hard look at whether the value your company offers employees still aligns what they (especially high potentials) are looking for. According to a new report from Right Management, Fulfilling Careers Instead of Filling Jobs: How Successful Companies Are Winning The Competition For Talent In The Human Age, two thirds of the factors that motivate performance at work are tied to career conversations and development opportunities.
It may not be evident; it might be just beneath the surface. You may have seen glimpses of it…throw in some baby boomers and millennials in an enclosed space and you’re looking at a combustible mix of personal and professional differences and (mis)perceptions. Close to twenty-five percent of HR professionals surveyed by the Society for Human Resource Management (SHRM) in 2011 reported some generational conflict in the workplace. The tensions seem all but inevitable, as millennials (those born between 1981 and 2000) and boomers have very different outlooks on work, life, and technology. Whether their perceptions of each other are accurate or not (many are actually not), forty-seven percent of younger workers complained that older managers were resistant to change and tended to micromanage. Meanwhile, roughly thirty-three percent of baby boomers polled complained that their millennial counterparts were too informal, entitled, entirely too dependent on technology, and lacked respect for authority.
Employee Engagement is the Wrong Question I never expected I’d write about employee engagement. Fundamentally, I dislike the discussion for one simple reason: I think it’s the wrong question to be asking the workforce. Gallup, with extensive research dating back to the late 1990’s, is regarded as the authority on the topic and created the Q12 survey. Annual statistics report employee engagement percentages across three spectrums: actively disengaged, not engaged, and engaged. The 2014 Gallup numbers came in at 17.5%, 51.0%, and 31.5% respectively. I find that the numbers fluctuate only a couple of percentage points from year to year. So for all the talk on the topic, not much changes. From my perspective, here’s the miss. “I” am the fundamental equation in the question, and yet no one is asking me about “me”. Engagement surveys don’t inquire about personal well-being or my individual level of happiness. Shouldn’t the individual be the primary conversation…? I think so.
What you ask for during a salary negotiation doesn’t just influence how much you earn -- it also tells your future employer whether you’re good at negotiating, which is a skill you can put to work for the employer once you’re hired. To win your best salary, continue talking until you get everything you want, whether that’s a higher base, an early salary review or company-paid childcare, DeLuca says. “There’s always a risk involved with any questions you raise when the offer is made, but it’s better to ask questions then, because if [the company is] uncompromising, that’s not a healthy situation,” he says. “If they have no tolerance for questions, you need to know that up front.” Think of a salary negotiation as your chance to shine. “The person on the other side of the desk is evaluating you,” DeLuca says. “This is going to show you’re astute in dealing with the outside world. When you get the offer, don’t let your guard down -- you’re still on the firing line. Feel confident, because they’ve come to you with an offer.” To make sure you get all you deserve, DeLuca recommends asking these 10 questions: ..........................
Psychometric testing attempts to assess mental abilities and qualities in a scientific manner. Psychological testing for recruitment brings objectivity and standardization to the recruitment process, but experts disagree on whether such tests show the complexities of human nature. Application Psychometric Tests in Recruitment Psychometric testing is a new method of psychological measurement, and its application in recruitment helps reveal the candidate's personality, aptitude, and orientation. Psychological testing for recruitment attempts to measure different traits of candidates. The common types of psychometric tests used in recruitment include:
Here are the signs: 1. The interviewer acts interested (sits up straight), polite, listens carefully, asks good questions and the discussion goes smoothly. 2. The job interview lasts more than the scheduled time. Say – more than 30 minutes. 3. You are introduced to the other team members. 4. The interviewer spends time answering your questions. He or she tells you many details about the job duties, responsibilities, company culture, workplace environment etc. – he “sells” the position to you… 5. The interviewer asks for your references. 6. ..............
Human identity, the idea that defines each and every one of us, could be facing an unprecedented crisis.
It is a crisis that would threaten long-held notions of who we are, what we do and how we behave. It goes right to the heart - or the head - of us all. This crisis could reshape how we interact with each other, alter what makes us happy, and modify our capacity for reaching our full potential as individuals. And it's caused by one simple fact: the human brain, that most sensitive of organs, is under threat from the modern world.
We’re not big on setting resolutions only in January at Pluralsight. We believe it’s important to strive for excellence year-round, rather than just once a year. That said, there’s value in using the year’s starter months to reassess your current skill sets and identify areas for improvement, growth, and learning. Technology is one area that no one in any industry can afford to grow complacent about—tech is changing so quickly that skills you mastered last year may already be outdated. In such a quickly evolving industry, information decays at a rate of 30% a year, according to Research in Labor Economics, rendering nearly a third of last year’s tech-related knowledge irrelevant. But don’t panic—there’s a solution. Staying up-to-date with emergent technologies and trends—as well as the skills needed to master them—will help you offset the lightning-fast pace of skills disruption and keep you ahead of the curve. Continuous learning is the key to maintaining an ongoing competitive advantage, both for individuals and organizations. On that note, here are the top six tech skills that Pluralsight has identified as not just “nice-to-know,” but “need to know,” in 2015:
When it comes to conversation, you're a natural. You can chat up a storm with just about anyone, you're a pro at listening, and you love meeting and connecting with new people. But when it comes to starting that conversation? That's a different story. This is one of the most common concerns we hear about networking: How do you just walk up to someone you don't know at an event—and start talking? Well, it is a tad easier than it sounds. Fact is, no one's going to turn you away if you walk up, smile, and say, "I'm so-and-so. Nice to meet you." In fact, others will probably be relieved that someone else started the conversation! But, the process is definitely a lot easier when you have a few go-to icebreakers in your back pocket. So we've put together a handy list to refer to before your next event—some of our own lines, a few favorites from our career expert friends, and icebreakers our Twitter and Facebook followers have used, too!
With an endless number of sites, tools, and resources out there, how do you know what’s worth your time? Well, we know just how busy you are, so we did the legwork for you and found 99 websites that’ll add value to your life and your career, guaranteed. From productivity advice to places to go when you need a distraction, these sites will change the way you do things, inspire you, and, well, generally just blow your mind.
Ever wondered how to get started working in PR, entertainment, finance, or another profession? Follow along with our "How to Break Into" series, a guide to breaking into these cool fields and more, brought to you by those who know it best. Do, think, create, strategize. If you work in innovation, you literally do it all. OK, more specifically, you come up with products, services, processes, and strategies that help companies move into the future. And that could mean anything from creating a new beverage for a soft drink company to enhancing a bank's digital services to developing a pioneering hotel concept. Sound intriguing? We sat down with two innovators at the top of their field and learned more about how to break in.
Finding work-life balance is one of the most abused clichés in business today. Why? Because there is no such thing as work-life balance in corporate America today. Conventional corporate structures don’t allow for balance, just the illusion of working towards it. Work is something you do, not someplace you go. (Woody Leonhard)
Work-Life Balance is Dead Let’s look at the structure of conventional corporate America. Employees must wake up in time to get whatever household chores need to be done before heading off on their commute to the office. Depending on where that employee lives, the commute could take anywhere from minutes to a couple hours. Everyone is rushing to make it to the office by the set start time, when everyone is expected to be at their desks to comply with the “butt in chair” office policy. Work, work, work until lunchtime, when the lucky employees are allowed to take a lunch break, though in many environments, it’s an unspoken rule that truly dedicated team members eat at their desks while continuing to work. Work some more, until the designated “quitting time,” which again, may be influenced by the unspoken rule that only slackers leave right at 5 pm.
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
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