If you’re not getting exceptional hires, it may be because your traditional interview process is simply not designed to excite them.
Instead of dwelling on the past, a superior alternative is to ask them to solve real problems, and to demonstrate that they are forward-looking and that they have solutions for the future.
Top candidates routinely dislike standard interviews because they find them tedious and predictable. Most interviews are simply not designed to allow a top candidate to show off their capabilities, ideas, and innovation.
As a result, if you are recruiting for a mission-critical job that requires an exceptional hire, you simply cannot afford to bore top candidates with standard interview questions.
What are the biggest challenges facing your company today? Are they the financial collapse, global recession, reshaping the existing business model and strategic priorities, or changing technology paradigms covering mobile, social and cloud?
Here are six changes to your management style that will make your employees happier.
1. Manage your people not your numbers.
Conventional business thinking is that numbers are all important. As a result, many managers spend an great deal of time looking at the numbers, slicing and dicing the numbers, putting numbers into graphs, and talking about where the numbers are and where they ought to be.
However, all number in every business are the RESULT of how well you manage people not how well you manage numbers. The only way to get better numbers (regardless of your measurements scheme) is to improve the performance of the people who work for you. A good coach always trumps a good Powerpoint.
2. Have relevant and simple measurements.
While your main focus needs to be your employees rather than your numbers, you still need a way to measure how well those employees are doing. Ideally, your metrics should relate as closely as possible to the behaviors that you're trying to encourage and be simple enough for every employee to understand at a glance.
By contrast, complex measurement schemes, with multiple metrics, inevitably create confusion among employees and managers alike.....
Attractive women should not include a photo with a job applicationYou’re hired AT WORK, as in life, attractive women get a lot of the breaks. Studies have shown that they are more likely to be promoted than their plain-Jane...
Your employees are your company’s best asset. Regardless of your industry, products, or services, without a staff of talented workers, your company is unlikely to reach its full potential. But once you’ve snagged the top talent in the industry, how can you ensure their long-term retention?
Employee turnover can certainly break your budget, but by employing effective training methods, you have the chance of keeping your employees for the long haul. And employee training processes shouldn’t just take place during onboarding. Your staff should be involved in a variety of ongoing training processes throughout their time as employees. Happy, informed, and engaged employees are all well-trained — can you say the same for your staff?
The key is engaging BOTH types of thinking in a creative process. Next-level solutions emerge from engaging the unpredictability and expansiveness of divergent thinking first, and then applying the narrowing of convergent thinking to ground the new ideas into practical understandings and action steps.
For too long, too many of us have been entranced by heroes. Perhaps it’s our desire to be saved, to not have to do the hard work, to rely on someone else to figure things out. Constantly we are barraged by politicians presenting themselves as heroes, the ones who will fix everything and make our problems go away. It’s a seductive image, an enticing promise. And we keep believing it. Somewhere there’s someone who will make it all better. Somewhere, there’s someone who’s visionary, inspiring, brilliant, trustworthy, and we’ll all happily follow him or her. Somewhere…
Well, it is time for all the heroes to go home, as the poet William Stafford wrote. It is time for us to give up these hopes and expectations that only breed dependency and passivity, and that do not give us solutions to the challenges we face. It is time to stop waiting for someone to save us. It is time to face the truth of our situation—that we’re all in this together, that we all have a voice—and figure out how to mobilize the hearts and minds of everyone in our workplaces and communities.
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