Most weeks, I get as many as a dozen whitepapers, research findings, survey results, and other polls and related data.
Most of it is focused on talent management and HR, but sometimes, I’ll get something sent to me that is so far out-of-bounds for the TLNT audience that I have to wonder why someone wasted their time sending it along,
Some of the research I get is pretty good, some head-shakingly bad, but a lot is distinctly mediocre and not particularly memorable, with little insight or sharp analysis. Read more…
A popular post I wrote for TLNT last year (The 9 Clear Steps to Organizational Culture Change) is still on the first page of Google search results for that topic.
I recently approached a training video company with course content based on that post and they felt culture is a topic best suited for top leaders. They explained that training video sales are higher if the content fits first line managers and individual contributors.
I explained the culture fundamentals that apply to top leaders also apply to work teams of any size since they are sub-cultures with behavior that’s also driven by cultural rules.
From that insight, the culture content was simplified and the WE WIN framework was born. Read more…
I’ve got a cool story for you about the power of sharing feedback — both positive and negative.
A while back, I wrote a letter to the president of my credit union (let’s call her Sarah). I wanted to let her know about a teller who was consistently cold and impersonal. Whether she was waiting on me or another member, she would have this sullen, “I hate my job” expression.
I never saw her looking friendly or happy. Ever. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
I had a client recently that was undecided about a candidate after the fourth (4th) round interview.
They were thinking that maybe a fifth round would make the difference. I told them that it wouldn’t. In fact, it was a mistake to allow them to get to four.
Do you know what the fourth round interview says about your hiring process? Read more…
In many ways, recent college graduates are the perfect candidates to hire. They’re young, fresh, and willing to learn.
However, they also come with a problem: Most recent grads don’t stay with an organization very long.
A new study by America Employed found that 77 percent of franchises surveyed said they expected new graduates to leave within a year. This can be frustrating to hiring managers, who have to continuously find new talent, as well as being costly for the organization (they’re constantly having to onboard and train, and high turnover hurts productivity). Read more…
Recruiters, you’ve probably experienced this: You say one thing, candidates hear another.
You say you’ll be in touch, and candidates take that as a sign they’re frontrunners for the position. You say you’re looking for specific industry experience, and candidates think any experience remotely related will do.
All of these miscommunications lead you to wonder: Are recruiters and candidates from different planets? Read more…
When it comes to taking risks, NASA — America’s space agency — is probably near the top of the list.
And, it underlies the organization’s vision, which is this: “To reach for new heights and reveal the unknown so that what we do and learn will benefit all humankind.”
Yes, NASA is probably the ultimate high performance workforce. That’s why Jeri Buchholz, Chief Human Capital Officer and Assistant Administrator for Human Capital Management, at the National Aeronautics and Space Administration, will be a keynote speaker at TLNT’s High Performance Workforce Summit May 6-7 in Atlanta. Read more…
What motivates employees?
Is it money? Feeling valued at work? Connecting with a company’s social mission?
All these are good answers, but a new Tinypulse survey from TinyHR titled The 7 Key Trends Impacting Today’s Workplace that analyzed over 200,000 employee responses relating to organizational culture found that “peers and camaraderie” are the No. 1 reason employees go the extra mile. Read more…
Second of two parts
Yesterday, I wrote about how recruiting highly motivated people is The Single Smartest Thing That a Hiring Manager Can Do.
Today, I am going to give you some tips on just how to go about recruiting those kind of employees.
Once you are committed to hiring self-motivated individuals, you need to work with your firm’s recruiting leaders to come up with the most effective recruiting and assessment approaches. Read more…