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The traditional means of talent recruitment often fall short when it comes to attracting the knowledge stars. The latter are those who are often quirky, full of innovative ideas. Such people are difficult to pin down within the narrow set of keywords, but are necessary for any company to grow. Their knowledge and out- of- the- box thinking is also not easily replicable or quantifiable. One method could be not to use minimum qualifications, or not loading the job application ad with too many keywords. Offering of the least possible salary may also deter such mavericks. Companies must step up their efforts at identifying where in the chain, do such knowledge stars have their greatest impact. Social media may be a good area to gauge the presence of such stars. Cisco for instance has done very well recruiting them from offbeat locales. Decentralizing of decision- making has to be brought about to allow this to happen.

Source:https://www.strategy-business.com/blog/Try-a-New-Hiring-Framework-to-Attract-Knowledge-Stars?gko=db335

Uploaded Date:11 September 2019

Relationships at organizations are often hindered due to a negative loop curated by their leaders, often unintentionally. This happens when they focus too much of their energies in talking up the environment of mistrust. On the contrary, most people are much more trustworthy than such leaders can make out. These leaders are constantly under the fear of being taken advantage of by the others. One of the negative fallouts of this is the improper business intelligence captured, as they only get to hear things they want to hear. No one shares with them true, but negative reports. Outright cynicism is also caused by such knee- jerk mistrust. There are some everyday signals which can help identify the leader who is resorting to such cynicism. One is that such people see consistent gaps across employment surveys, when it comes to recognition. Other’s lack of commitment discourages them. They are also quick in judging others.

Source:https://www.strategy-business.com/blog/People-are-more-trustworthy-than-you-think?gko=8fa8b

Uploaded Date:11 September 2019

The educational systems followed worldwide and the persistent human culture, ensures that late bloomers are often discarded. The system lays stress on early bloomers, who ace exams and become specialists in one area. This however, ensures a lack of creativity and nimbleness. A fulfilling life may be missing. One must never condemn oneself for being late to anything. The story of geniuses like Mozart or JK Rowling clearly point out to the enduring qualities of late bloomers. A lot who experienced failure early on, use their learning to curate business innovations which specialists would be unable to conceive of. A lot of this has been explained in the book Late Bloomers written by Rich Karlgaard.

Source:https://hbr.org/2019/05/the-art-of-blooming-late

Uploaded Date:11 September 2019

The millennial generation has been pegged at seventy- one million Americans by the Pew Research centre, that defines them as those born between the years 1981 and 1996. In a survey conducted recently in Chicago by a financial website known as Finimize, a substantial number of millennials opted to quote banks as their desired place of work. This is in stark contrast to the risk- averse personality image that the generation seems to have popularly created. On the contrary, recent studies have confirmed the millennials to be risk- aware and risk- savvy. It is just that their leisure choices may seem different from those of the previous generations. They are slower to marry than the previous ones. While lesser amounts, have been generated in to retirement funds, more has been done for rainy day funds. Such trends have deep impacts on how millennials work. Job turnover is higher, as they do not view large corporations for their security needs but want to maintain a certain work- life balance. There is also now a greater demand for coaching and corporate training sessions that focus on the soft skills.

Source:https://www.strategy-business.com/blog/Millennials-are-risk-aware-not-risk-averse?gko=6e65f

Uploaded Date:29 August 2019

At a recent presentation, a talent recruitment expert mentioned how there is one thing that binds all C level executives worldwide. It is their series of rejections and setbacks suffered at some stage of their professional careers. Indeed, failures must be seen as opportunities to best leverage the existing strength areas. Successful people have developed ingenious methods for coping with such reverses. To do this, first of all, emotional pain needs to be acknowledged when felt, especially due to rejections. One needs to be sure with one self, what were the reasons for the same. It could be one’s own fault, or genuinely others’, or perhaps a fault in the larger ecosystem itself. A professional needs to recognize one’s own strengths to further build capabilities around them.

Source:https://hbr.org/2019/07/use-failure-as-an-opportunity-to-reflect-on-your-strengths?utm_campaign=hbr&utm_medium=social&utm_source=twitter

Uploaded Date:29 August 2019

There are times when professionals are suddenly placed in positions of authority, ad thus need to exude credibility, even if they possess little experience on the same. At such circumstances, it pays to leverage one’s business research abilities, to gain more information on the work profile. The pro also needs to identify his/ her core contributions. These need to be embraced and marketed well internally. One also needs to volunteer willingly for projects and new initiatives. A lot of times such tasks may revolve around big data and its subsequent analysis. Subordinates’ workload needs to be managed and the message communicated proactively. The pro will also need to hone a network of close relationships. These are the people who will be supportive. Of course, expertise will not be built overnight, but these steps will be the right ways to start off.

Source:https://hbr.org/2017/10/how-to-gain-credibility-when-you-have-little-experience?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:26 August 2019

Once an employee is hired, challenges increase. So, one needs to assess prior to the final selection for strains of toxicity, which may hamper the team’s productivity in the future. To avoid the talent recruitment of toxic employees, the first step to be taken is to probe on civility during the interview itself. It must include questions such as previous boss’s views on the candidate, subordinates’ views, areas to improve, past failures and abilities to manage others. One needs to observe behaviours on aspects such as punctuality during the interview, any signs of negativity about the former employer and whether the person takes responsibility for one’s own failures in the past. The team needs to be involved during this hiring process. References need to be gauged from others on the candidate’s civility. But before it all, the recruiter needs to have a check on oneself, so that he/ she does not slip on any matters of civility, while preaching to others.

Source:https://hbr.org/2016/02/how-to-avoid-hiring-a-toxic-employee?utm_medium=social&utm_source=twitter&utm_campaign=hbr

Uploaded Date:26 August 2019

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