Blog 2017-12-17T20:06:49+00:00

Corporate Cloning – Is Diversity Being Eliminated?

There was a time the job seeking process entailed an application and an interview. From that point you were either hired or you weren’t. What seemingly seems like overnight, the recruiting and hiring process has become a long and tedious process. I have seen businesses take upwards of six weeks to hire someone. What is taking so long to decide? I get it, you are investing in a new employee and you want to make sure you have the right hire. So instead of one interview, let’s have two or maybe three. Let’s do a panel interview too. That sounds good. So now that we put you through a vigorous interview process, what’s next? There must be more we can do to find the perfect candidate. Here comes the introduction of assessments.

The introduction to personality assessments seemingly have positive implications and there are some great benefits. Some of the top assessment are the DISC Profile,  Predictive Index, and the Myer Briggs Type Indicator. However, I believe it has a negative impact on your business. Throughout my career I have taken several of these assessments and feel, I have done quite well in manipulating the results (this is a by-product of having such an assessment). I remember being recruited by an old supervisor that new my level of knowledge and performance. She was one of the best supervisors I have had the pleasure of working with. So, there was no need for an interview, she basically was handing be a job. I already knew there would still be an assessment involved. No problem so far. I received the email for the assessment and wanted to hurry up and get it out of the way in order to move on with my day. After completing it, I knew I didn’t do well! I was so distracted and was not in the proper environment. Once she received the results, she told me she could not hire me, and she was sorry and there was nothing she could do. I was not surprised at all.

Here is the problem with assessments. The company will typically choose some of their current talent within the organization to take the assessment prior to implementing the process within the organization. This gives them a baseline of the type of employee they want to hire. Sounds good so far…. Now that they have their baseline, all new candidates must fall within the guidelines to be hired. Essentially, the business is trying to create replicas of their top talent, hoping to reproduce the same level of performance and personality types that are already within the company.  Over time, this is how you get a company full of the same type people.

If you decided to utilize one of these are similar assessments, think about this. Do you want to eliminated diversity in your organization? Will you be losing a talented employee all over a tool that was designed to only assist with recruiting efforts? There is more to an employee than the ranking on an assessment. I challenge business owners, managers, human resources, and senior leadership teams to start making a change and not be so limited and stern in your practices and ways of thinking.

15 Tips for Improving Your Skills Interviewing Job Candidates

There have been a tremendous number of articles written for job seekers about how to do well in an interview — appropriate dress, conducting background research on the company, questions to ask the interviewer, etc. — but an interview is a two-way conversation. A skilled interviewer who makes the candidate comfortable will gain valuable information about the person and present a positive image of their company, improving the odds of the best candidate being hired.

This list of 15 actions will help you improve your skills and make your next interview a more productive and positive experience for you and the candidate.

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WHY DO COMPANIES USE ANNUAL PERFORMANCE REVIEWS?

If annual appraisals are so unpopular, why do over half of companies continue to do them? Well, formal performance reviews have their uses. They provide a systematic way to measure and track employee performance against objectives and KPIs, to improve results. The data can be used to reveal company-wide trends. Fans of the annual appraisal say it’s a tool for year-on-year performance comparisons that feed into business decisions. And of course, all that data fits nicely into a spreadsheet!

The problem is, however nice the data looks, it is often wrong! Research shows annual appraisals fail to accurately measure performance or improve results. For example, at least 30% of performance reviews lead to decreased employee performance! So, where did it all go wrong? Let’s find out.

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Why Performance Reviews Don’t Work

Motivation – Where Does It Come From?

Extrinsic motivation comes from  rewards or punishment. This is typically what you would find in the workplace.

Intrinsic motivation is personally rewarding. Activities are not performed based on reward, but self satisfaction.

If one could tap into an employee’s intrinsic motivation, how would the work environment change? Do you think you would see an increase in productivity and employee morale?

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