Articles tagged 'Best practices'

Recruiting and Staffing

10 Good Reasons You Should Be Hiring Overqualified Candidates

overqualified

First of two parts

Imagine being assigned a physician and then purposely rejecting them solely because they were “overqualified” for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.

There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tales” in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit.

There is simply no data to prove any of the negative assumptions that are often made about overqualified prospects or candidates. Read more…

Leadership

Managing as Mothering: What Mom Taught Me About Servant Leadership

mothers-1

My mom died last month, and amid the sadness of losing her was a silver lining: learning what a great boss she was.

I knew my mom, Marty Frauenheim, had risen steadily in the ranks of Catholic education. She progressed from teacher to principal to associate superintendent of Chicago Catholic Schools to superintendent of Catholic Schools at the Archdiocese of Saint Paul and Minneapolis.

During our visits and phone calls, she shared mostly her worries — about student, staff and school challenges. She didn’t brag about achievements. Read more…

Culture, Talent Management

Better Organizational Purpose: It May Be THE Business Game-Changer

123RF Stock Photo

The Deloitte 2014 Core Beliefs and Culture Study proves it again — that those workplaces who focus on creating a meaningful environment for all their stakeholders (customers, employees, and communities) foster a culture of purpose that builds confidence, drives investment, and “can lead to competitive advantage in a time of economic vitality.”

The survey was conducted in February of this year and is designed to explore the concept of workplace culture, defined by a set of timeless core values and beliefs, as a business driver. Read more…

Talent Management

Getting Better Results: Go Beyond High Potentials, Look at ALL Employees

give-way-high-potential

Personnel Today recently reported on a survey conducted by KPMG’s Global HR Centre of Excellence.

The survey asked “people and change practitioners” from across KPMG’s global member network about the new “war for talent” and how it manifests in today’s workplace.

Even as the slow economic recovery continues to drag on, we are experiencing a war for talent — even as the skills needed and talent sought is itself evolving. And the needs of who and how we target employees for training, growth and advancement needs to also change. Read more…

Culture

Why You Need to Flip the Talent Management Switch

123RF Stock Photo

The saddest thing in life is wasted talent. A Bronx Tale, 1993

I was reading some amazing statistics from a Right Management report on talent management that covered global trends, challenges, and priorities.

Much has been written about the reduced investment in talent during challenging financial times and the recent re-emergence of interest in effective talent management practices. Unfortunately the culture that currently exists in many organizations will be the single greatest impediment to sustainable talent strategies. Read more…

HR Management, Talent Management

Managers as Coaches? You and Your Workers Aren’t Ready For That

phil-jackson-best-coach-ever

This isn’t necessarily a new concept, but it’s one that is popping up a ton lately in conversation.

The basic concept is that we should push our managers and supervisors to be “coaches” to their employees, not managers. The view from Organizational Development and Training folks is that coaches are more of a representative of great leadership than we would normally think of when we think of managers and supervisors.

Um, what? Read more…

HR Management, Training & Development

HR Roundtable: Performance Management vs. Professional Development

HR round table

The August HR Roundtable in Cincinnati took a stab at the age-old HR conundrum of Performance Management vs. Professional Development.

The forum took the focus of development as its launching point, but the conversation inevitably fell back into what we know and practice. It was a really interactive session and the attendees started with these brain teasers to get conversation going.

The questions: Read more…

HR Insights

If You’re Building Your Brand, You Can’t Escape Your Capabilities

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“She said that she remembered me from my last job. I remembered her but did not think she even knew who I was since she was very senior to me.”

As I listened to this conversation the other day, it just confirmed what I always tell everyone. It’s this: someone is always watching your work. By watching, they are creating a vision for you and the brand of you — how you work, what you deliver, your attitude, and the list go on.

Regardless of how you feel about your work, even if you know you are no longer going to be there, always do top-notch work. Read more…

Global HR, Recruiting and Staffing

How to Overcome Common Recruitment Pitfalls in Japan

123RF Stock Photo

Foreign capital companies operating in Japan often have flawed hiring processes stemming from a lack of experience with a new culture and local business practices.

That difficulty is compounded when expat managers attempt precise replication of business styles that are successful at their headquarters.

The most common pitfalls that foreign capital firms encounter in recruiting include: Read more…

HR Insights, Talent Management

What I’ve Learned About How Diverse Candidates Perceive Their Value

Janine Truitt

As we continue to discuss diversity and inclusion concerns, it is important that companies that are serious about attracting, retaining and promoting diverse candidates understand how we think about our value in the workplace.

From a child, it was drilled into me that my skin color was not a roadblock, but an opportunity often seen as a threat. I was warned that I would have to work a gazillion times harder than any of my Caucasian counterparts to achieve success.

To round out my coaching on getting ahead, I was advised to keep my head on, study hard, keep things formal on the job, work hard and it would all pay off. Read more…