Recruiting tactics – challenge yourself to think differently


IMG_2262.PNGRecruiting tactics – challenge yourself to think differently Article – Recruiting Tactics

Are you thinking out of the box with recruiting methods? I admit. I haven’t been. I’m so consumed everyday with getting through the details of work that thinking of a new way of doing things just hasn’t been on the radar for me. This article gives some great ideas for new ways of candidate sourcing, screening, and selection methods. Tracking candidate submissions are another challenge for me (until I get all modules implemented in the new HRIS my company purchased).

Video interviewing – Here are some partners you may want to research: 

Recruitment tracking technology like an Applicant Tracking System. Here are some sites to help you find the best tracking solution for your needs!

I need to think outside of my comfort zone…

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How to immediately impress people at your new job

I thought this was an interesting article from an HR stand point. Effectively on-boarding new employees directly impact the botttom-line of the company. Decreasing the time-to-productivity ratio is an essential part to organizational efficiency.

Financial Post | Business

You might go into a new job thinking you’ll take charge in just a few days. But it actually takes the average manager 21 months to transition from a cost to the company to an asset, according to the Corporate Executive Board.

That is, it takes almost two years for most managers to become competent leaders who don’t need much supervision from their own boss.

Northwestern University professor William White says that his experience has shown him that this applies to not just managers, but employees of all levels. He teaches that a “power onboarding” plan created in between jobs can cut that path to leadership down to just around nine months.

In his Coursera class “Power Onboarding,” which we selected as one of our top free online courses to take this fall, White explains the process necessary to transition smoothly and effectively.

He says that ideally…

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Employee Selection: Results Vs. Skills

“It’s what you do with what you have that makes you successful, not what you have.”

How can companies improve their selection process and hire high performers?

Using a skill-based job description sets a good foundation for attracting qualified job seekers. However, possessing the skill or experience to do a job doesn’t necessarily mean the candidate will be a high performer. Research tells us that past behavior is the best predictor of future behavior. Performance-based interviews assess the candidate’s past behavior to determine the likelihood of success; structuring questions around the competences of the position to explore behavioral examples of past performance. Learning about a particular performance situation related to the position, steps taken by the candidate, and the outcomes of the steps paints a somewhat clear picture of how the candidate would function in the role.

Question Ex. Give an example of a situation when you had to make a difficult decision on a major project. Lead me thought the decision making process.

Depending on the job analysis and type of position, you have to account for other factors such as personality traits as well. Overall, performance based interviewing seeks to identify the results rather than focus on the skill.

Note: Having the defined skill mentioned in the job description makes you a good candidate. What makes you among the highest qualified is the ability to produce results. Therefore, it’s highly recommended to have a results-based resume verses a skills-based resume. State what you have accomplished verses what you can do.

The article by Lou Alder, Let’s Fix It: End the Talent Shortage by Hiring for Results, Not Skills provides a example of hiring for results and knowledge from a former executive recruiter. Great read!

Troopto: A Group Funding Platform for Workplace Gifts

The HR Partner @ HRO Partners

Recently I sat down with Andrew Goei, founder of a group funding Start-up called Troopto. During our interview we discussed Troopto’s business model and Andrew’s unique outlook on business that has shaped his organization. This is the first of a two part blog series that will highlight Troopto and then describe my interview with Andrew. 

What is Troobar_graph_conference_400_clr_5943pto you might ask? Well imagine this scenario. It is a co-worker’s birthday and the entire office has decided to celebrate the occasion by pitching in to purchase a gift-card and house an in-office celebration. The only problem is collecting the funds. It isn’t that people don’t want to contribute, rather it is people don’t have cash on them, work remotely, or are even out on vacation. So the funds don’t get collected and the aforementioned birthday bash never comes to light all because there isn’t an easier way to pool office funds together. Well Troopto, a start-up and recent graduate…

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HR Resource Spotlight – 12 Manage: The Executive Track

This month’s Resource Spotlight is on 12 Manage, a knowledge network website about organizational management. This website provides vital information about various topics in management such as human resources, change management, leadership, supply chain, etc. Additionally, it provides business forums where one can interact with managers, consultants, and teachers. It is a great resource to gaining insight on new topics and get tips from experts in the field. The 12 Manage E-Newletter is highly recommended! You will receive emails weekly about a specific management topic. This week I received a video on the Three Dont’s of 360 Feedback. It’s a great way to stay abreast on information in the business management field.

#MotivationalMondays – 3 Key Concepts for Motivating Your Employees

“Another day, another dollar!”

Achieving a highly productive work environment which fosters creativity, team work, continuous learning, and quality results has proven to be quite a difficult task. Luckily, performance management systems provide a standardized process to state, track, and manage accomplishments of organizational objectives. When thinking about managing employees efforts in regards to meeting their job expectations; motivation can be the key ingredient in determining whether your workplace is flavor-ably spicy delight or a bland, lackluster dish.

The following 3 concepts (listed in rank) can assist in motivating employees and giving employees a sense of accomplishment:

1. Assigning New Projects/Challenges – Give your employees the opportunity to use their unique skills and personal interest as often as possible. Look to fit employees into roles they can use their computer graphic skill, evening planning, or other interest to maximize the project results and give the employee the space to do what they love. Especially important to present this opportunity to the employee seeking a challenge.

2. Mentorships – For an employee to have someone to look up to, share their goals with, get honest feedback from (other resources other than a direct supervisor) can be a very motivating experience. Not to mention, this concept could associate more positive connections between the employee and the company. This is a development tool providing great benefits if managed appropriately.

3. Informal Positive Feedback – Leave a note, shoot an email, or just stop by their office to let the employee know that you recognize and appreciate their hard work! Don’t wait until the formal review process, informal gestures seem more genuine.

Thinker, Builder, Improver, or Producer

NOTE: The purpose of this post is to share alternative functions of Human Resources; Additionally, sharing the similar roles of industrial/organizational psychologist with HR analyst/special roles. In my experience, people are stuck in the past meanings of HR Management. HR doesn’t just deal with employee relation issues and payroll; HR has evolved into managing talent and organizational effectiveness.    

Which role would your position fall under?

While reading an article on Something Different HR’s website: Spotlight Friday: An Interview with Robert Bates, Digital Communications and Finance Professional by Rory Trotter Jr., I was intrigued by the accomplishments Robert Bates has had in his personal life and professional career. I connected with his drive and focus on chasing employment opportunities that he was passionate about. During the interview, Robert asked a question sparking my thought process about the type of job HR professionals & Industrial/Organizational Psychologist could be categorized under (according to Lou Adler’s categorizes). The question was as follows:

Jobs guru Lou Adler says There Are Only Four Jobs in the World (producers, improvers, builders, and thinkers). Which type of job are you in?

As an aspiring Human Resources Analyst with Industrial/Organizational Psychology training, my role in a company would fall under all four categories!

The Thinker – Critical and innovative thinking are vital in the development and maintenance of people strategies. Creating unique initiatives which attract, support, motivate, and retain the organization’s talent. Providing relatively quick solutions to business problems such as high turnover rates, low performance/productivity, merger management, etc. Keeping in mind system theory when dealing with organizational processes and manage change effectively.

The Builder – Constructing an work environment, culture, and organizational structure which supports the goals and objectives of the organizational. Putting in place an open floor format to encourage collaboration and a organization “university” to promote continuous learning. Building programs that will function efficiently to increase the organization’s bottom line. For example, an on-boarding program that will build a strong rapport between the organization and the employee while decreasing the length of time between time of hire and time to full productivity.

The Improver – Organizational effectiveness requires program evaluation, training & development, and acting as an internal change management consultant. Constantly seeking to improve upon processes, functions, branding, and the sustainability of the organization. After building a system or process, it can be the HR or I/O psychologist’s role to maintain the process. As you manage, you find easier ways or establish best practices for that process.

The Producer – The end result of being a thinker, builder, and improver is that you produce an organization (employees functioning as one) that is highly productive and proficient in their field; an organization with good morale providing for their stakeholders. Using knowledge management to generate documents that will keep all the wisdom/experiences learned inside the company. Generating data to give a statistical description and analysis of the organization. Effecting the lives of the employees with work/life balance initiatives and providing an environment that includes all people and encourages diversity.