HR & Recruitment

 1w

"Another Shot" Recruiting - Providing New Hires That Were Lied To An Escape Offer - Dr John Sullivan


80% of managers say lying is acceptable. As a result, 72% of new hires report being lied to during their hiring process. And once they realize that the job that they got was nowhere near their "promised job." Many quickly decide they will now be open to an "escape job offer," which will quickly allow them to leave the company that will probably continue lying to them.

The "another shot"... recruiting strategy is designed to provide these now disenchanted new hires (who were recently your top candidates) with an "escape job offer" from your company that they can accept right before resigning. This strategy is called "Another Shot recruiting" because it gives your hiring manager "another shot" (or second chance) at landing the former top candidate. Your company would have probably landed them if your talent competitor hadn't extensively misrepresented numerous aspects of their new job and company.

Is hiring just another variation of liar's poker, where the hiring manager and the candidate take turns lying to look good? Well, I have found that most assume that "the candidates" as a group are the biggest liars during the hiring process. However, the data actually reveals that 35% of candidates admit to having lied during the hiring process. Surprisingly, an even higher percentage of hiring managers/recruiters (36%) also admit to frequent lying.

Recent research by CareerBuilder reveals that of the hiring managers who lie, 30% say that they lie most or all of the time. And when managers do lie, they do it in areas that are critical to job acceptance. For example, 40% of the managers who lie do it in the area of employee growth opportunities, and an astonishing 24% lie in their offer letters. Other important areas where lying is prevalent include 28% lying about their benefits, 26% lying about the company's financial health, and 24% lying about their company's compensation. Obviously, when new hires find that they have been lied to in so many of these important areas, most immediately consider quitting.

Sadly, 92% of managers report that their misled candidates have accepted one of their jobs. And after starting their job, 55% of managers say they've had new hires quit because they felt betrayed. And among those new hires that quit because of this rampant misrepresentation, 49 % left quickly (within their first month).

Even though the concept of another shot recruiting is easy to understand, the project leader should still expect significant resistance from HR, hiring managers, and recruiting leadership when implementing the strategy. You can help to limit this resistance by emphasizing the many benefits that the strategy provides. Those benefits include:

Incidentally, you can learn more about how to get your own recent employee quits to return here.

The execution of the "another shot" recruiting process begins after you decide that you will use every opportunity to land the top candidates you lost. The second step is to start identifying the talent competitor companies that frequently lose new hires because of their pattern of lying. Then, when you lose a top candidate to one of these identified companies in a head-to-head recruiting battle. Next, allocate a portion of your recruiter's time to subtly keep in touch with your lost candidate to judge their unhappiness level and likelihood of accepting a rescue offer. When you determine they're open to a rescue offer, proceed by providing them with a completely honest and updated offer at which they will likely jump at.

In today's tough talent market, growing companies simply can't afford to lose any of their top candidates (especially those who work in AI or cybersecurity) for any reason. I find it strange that most corporations don't have a formal process for accurately determining the specific reasons why they are losing their top finalists. You can't fix the loss of your top candidate problem until you know precisely why you are losing. So, in addition to implementing the "Another Shot" strategy. I recommend that recruiting leaders also implement a candidate exit survey. After a 60-day delay, anonymously ask your top two finalists in key jobs to reveal why they dropped out of our recruiting process or why they chose another offer over ours. You can learn more details on how to conduct candidate exit interviews here. more
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  • Able D. Paryon

    3d

    Thanks very insightful and the Liars Poker made me happy to hear.

HR & Recruitment

 2d

Top Strategies to Enhance Job Motivation in Any Workplace


Job motivation is crucial for productivity and job satisfaction. In this article, we explore practical strategies to boost job motivation in any workplace. From intrinsic to extrinsic motivators, learn how to create a motivated and engaged workforce.

Job motivation is the driving force behind an employee's effort and commitment to their work. It encompasses the various psychological processes... that initiate work-related behavior and sustain it over time. Recognizing job motivation nurtures productivity and sustained engagement, resulting in higher employee satisfaction and organizational success.

When employees are motivated, they tend to work harder, show dedication, and contribute significantly to achieving the company's goals. A motivated workforce is not only more productive but also more innovative, consistently delivering high-quality work. However, lack of motivation can lead to poor performance, missed deadlines, and overall failure in accomplishing tasks and goals.

Grasping the concept of job motivation involves understanding the two main types: intrinsic and extrinsic motivation. Both types play a vital role in workplace motivation and must be balanced to create a motivated workplace.

Intrinsic motivation is when employees are driven by internal factors such as personal satisfaction, enjoyment, and a sense of accomplishment. This type of motivation is linked to positive outcomes, including job satisfaction, high performance, low absenteeism, and reduced turnover rates. When employees feel valued and included in the workplace, they develop intrinsic motivation, aligning their personal goals with the company's mission and driving performance.

High levels of intrinsic motivation can lead to employees feeling more engaged and energized, as they derive pleasure and fulfillment from their work. This internal drive not only boosts employee motivation but also enhances overall job satisfaction and performance.

Creating an environment that nurtures intrinsic motivation leads to sustained employee engagement and productivity.

Extrinsic motivation, in contrast, is driven by external rewards such as money, bonuses, or the avoidance of negative outcomes like job loss. These external factors play a crucial role in attracting new talent and retaining existing employees, significantly influencing their motivation levels. Examples of extrinsic rewards include extra vacation days, vouchers, or travel incentives, all of which can effectively motivate employees.

Although extrinsic motivation works well in the short term, balancing it with intrinsic motivators maintains long-term engagement. Leveraging both intrinsic and extrinsic motivation helps organizations create a comprehensive strategy to boost employee motivation and drive sustained success.

Several key factors influence job motivation, each playing a significant role in shaping employees' attitudes and behaviors at work. These factors include the workplace environment, company culture, and employee recognition. Understanding these elements can help organizations create strategies to improve employee motivation and foster a motivated workplace.

Psychological needs, such as autonomy, competence, and social relatedness, are vital in determining work motivation and individual behavior in the workplace. Positive relationships and social factors also significantly impact work motivation, enhancing productivity and encouraging engagement in activities. Promoting a healthy work-life balance and implementing employee wellness initiatives can lead to increased gratitude and overachievement among employees.

Addressing these key factors enables organizations to create a supportive and motivating environment that encourages employees to perform at their best. Delving deeper into each of these factors reveals how they contribute to job motivation.

A positive workplace environment is crucial for enhancing employee motivation. An environment that embraces inclusivity and supports all employees can significantly uplift morale and motivation. Creating an inclusive atmosphere where employees feel valued and respected fosters a sense of belonging and encourages them to contribute more effectively to the organization's goals.

Specific elements like natural light in the workplace can also enhance employee motivation. Exposure to natural light has been proven to boost mood and energy, resulting in increased productivity and greater engagement among employees.

Focusing on creating a positive and inclusive workplace environment boosts employee motivation and overall job satisfaction.

Company culture plays a pivotal role in influencing employee motivation. A culture that promotes a sense of belonging and community among employees enhances motivation and drives engagement. Communicating the company's mission and values effectively helps reinforce a motivating culture, aligning employees' personal goals with the organization's objectives.

Encouraging open dialogue and promoting a supportive team environment can enhance employees' resilience during challenging times. Building a strong sense of belonging minimizes burnout and fosters emotional connection, trust, and purpose, ultimately boosting motivation and job satisfaction.

Cultivating a positive company culture helps organizations create a motivated workplace that supports employees' well-being and performance.

Employee recognition is a powerful tool for boosting motivation and morale. Regular and meaningful recognition of employee efforts significantly enhances motivation and encourages continued high performance. Simple gestures such as handwritten notes or custom rewards can make employees feel valued and appreciated, fostering a culture of recognition.

Intangible rewards, such as praise and acknowledgment, have a substantial impact on motivation, especially when they follow desired behavior and are tied to performance. Daily appreciation gestures, shout-outs in meetings, and quick thank-you notes are effective ways to recognize contributions and boost morale.

Consistently recognizing employee achievements helps maintain long-term motivation and create a positive work environment.

Effective strategies are crucial for boosting job motivation and creating a motivated workplace. These strategies include setting achievable goals, encouraging teamwork, and providing continuous feedback. Adopting these approaches fosters an environment that motivates employees and drives engagement.

Small, consistent rewards and individual or team incentives can effectively boost motivation over time. Encouraging creativity and healthy competition among employees can also enhance motivation and engagement, leading to a more vibrant work culture.

Exploring these strategies in more detail reveals how they can be implemented to improve employee motivation.

Achievable goals are vital for employee motivation as they provide direction and a sense of accomplishment. Clearly defining the company's goals helps employees understand their objectives, enhancing their motivation to achieve them. Goals that appear achievable lead to greater acceptance and commitment from employees.

To be effective, goals should be specific to each employee's job and follow the S.M.A.R.T. criteria:

Breaking down goals into manageable actions creates momentum and helps maintain focus on long-term objectives.

Aligning employee objectives with the company's mission enhances productivity and goal attainment, boosting motivation.

Teamwork is one of the greatest motivators in the workplace, helping employees share responsibilities and achieve collective goals. Strong team dynamics are vital for a motivated workforce, fostering a sense of belonging and involvement. Effective team communication and collaboration are essential for mitigating group-level motivational challenges and enhancing overall motivation.

Methods to enhance teamwork include team-building activities, intranet messenger chats, virtual meetings, and face-to-face interactions. Friendly competition in the workplace encourages team spirit and boosts morale, creating a positive work environment.

Fostering teamwork strengthens connections among employees and improves overall job satisfaction.

Continuous feedback is crucial for boosting employee motivation. Regular constructive feedback highlights growth opportunities and fosters self-efficacy, encouraging employees to engage and perform at their best. Positive reinforcement, like frequent praise, motivates employees by acknowledging their efforts and desired behaviors.

Managers play a key role in providing continuous feedback and coaching employees. Managers acting as great coaches help employees develop strengths and overcome challenges, enhancing their motivation.

Listening to employee needs and providing feedback demonstrates consideration and support, creating a motivated workplace. Fostering a culture of continuous feedback improves employee satisfaction and performance.

Employee engagement is a critical component of job motivation. Engaged employees are more committed, productive, and satisfied with their work. Enhancing employee engagement includes providing career development opportunities, empowering employees, and promoting a healthy work-life balance.

Leadership plays a significant role in influencing employee motivation through their actions and behaviors. Encouraging a culture of continuous improvement and providing consistent training opportunities can significantly engage employees by showing them the value of their contributions.

Exploring these aspects in more detail shows how they can enhance employee engagement and motivation.

Career development opportunities are a significant aspect of extrinsic motivation beyond financial rewards. Clear career advancement paths promote employee motivation and overall productivity. Programs like the Leadership Development Program, which provides training, mentoring, and clear pathways for advancement, are essential for fostering motivation.

Employees need to feel that their work translates into growth, experience, and mobility. Providing continuous learning opportunities and communicating with employees about their future and growth opportunities can significantly enhance job satisfaction and motivation. Supporting professional development helps create a motivated and engaged workforce.

Empowering employees with autonomy positively influences work motivation by improving efficiency and sustaining engagement. Giving employees decision-making authority fosters a sense of responsibility and enhances their motivation. Removing micromanagement and providing guidance while allowing autonomy leads to a more motivated workforce.

Including employees in decision-making processes and asking for their feedback makes them feel valued and respected, boosting their motivation. Coaching managers who empower rather than micromanage can help foster a sense of autonomy and engagement among employees.

Empowering employees creates a motivated workplace that supports motivated employees' satisfaction and performance.

Promoting a healthy work-life balance is crucial for maintaining employee well-being and motivation. Personal challenges, like work-life balance, can significantly affect motivation levels. Encouraging a healthy balance between work and personal life can lead to increased employee focus, reduced stress, and overall better performance.

Stress management programs and flexible work arrangements help employees cope with challenges and maintain motivation. Prioritizing work-life balance creates a supportive environment that enhances employee engagement and job satisfaction.

Measuring job motivation sustains a motivated workplace. It helps identify areas that need improvement and track the effectiveness of motivation strategies. Being mindful and proactive in measure work motivation can ensure long-term success and employee engagement. Traditional methods of measuring motivation, such as surveys and performance reviews, provide valuable insights but often lag behind real-time needs.

Frequent assessments and asking targeted questions about team dynamics can provide a clearer picture of motivation levels. Effective communication within organizations significantly boosts retention of top talent, making it crucial to measure motivation accurately.

Let's explore formal assessments and employee feedback as two vital methods for measuring job motivation.

Formal assessments like surveys and performance reviews are essential tools for gauging employee motivation effectively. Surveys typically use a scale from 1 to 5, where 1 indicates strong agreement with positive statements about motivation. Analyzing survey results involves reverse coding scores and computing mean scores to identify motivation trends among employees.

A new performance management system that focuses on continuous feedback and recognition can also evaluate employee motivation. By using these formal assessments, organizations can gather valuable data to understand and improve motivation levels, ensuring a motivated and productive workforce.

Regular, constructive feedback is crucial for keeping employees motivated and engaged. Feedback sessions provide employees with valuable insights into their performance and progress, helping them understand areas for improvement and growth. These sessions can identify specific needs and support employees in achieving their goals, thereby boosting motivation.

Continuous feedback fosters an environment where employees feel valued and understood, enhancing job motivation and satisfaction. By prioritizing regular feedback, organizations can create a supportive and motivating work environment that encourages employees to perform at their best.

Maintaining motivation in the workplace can be challenging due to various factors. Insufficient motivation can lead to poor employee performance, regardless of their skills. Addressing common motivational challenges involves understanding the underlying causes of demotivation and building resilience among employees.

Proactively addressing these issues creates a motivated workplace that supports employee engagement and performance. Examining strategies for addressing demotivation and building resilience helps overcome these common challenges.

Common causes of demotivation include a disconnect in purpose, meaning, and values. When employees don't relate to the company's mission, they often lose motivation. A sense of loss of meaning can lead to decreased motivation and engagement among employees. Employers should arrange informal chats to understand and address the reasons behind an employee's demotivation.

Ensuring an equitable ratio of inputs to outputs is crucial for employee satisfaction, according to Equity Theory. Fostering a deeper connection to the work and addressing identified causes of demotivation can significantly enhance overall workplace morale and productivity. Reconnecting employees with their work boosts motivation and job satisfaction.

Resilience refers to the ability of employees to bounce back from difficult situations, which is crucial for maintaining motivation in challenging times. Building resilience can be achieved through supportive management practices that encourage open communication and problem-solving. Implementing stress management programs can help employees cope with challenges, thereby fostering resilience.

Emphasizing resilience helps employees stay motivated, even in the face of adversity. Creating a supportive environment that prioritizes resilience ensures sustained motivation and engagement among the workforce.

Long-term strategies are essential for maintaining employee motivation and reducing turnover rates. Implementing a combination of strategies tailored to employees' interests can effectively enhance their motivation over time. These strategies include continuous improvement programs and regular training and development.

Focusing on long-term motivation strategies helps create a motivated workplace that supports employee engagement and productivity. Exploring these strategies in more detail helps understand their impact on sustained motivation.

Continuous improvement initiatives are designed to enhance operational efficiency and encourage employee involvement in the process. Successful continuous improvement programs depend on identifying specific areas within an organization that need enhancement. Regularly updating processes and encouraging feedback can significantly improve employee motivation and engagement.

Implementing continuous improvement programs creates a culture of growth and development that supports long-term motivation. These initiatives not only enhance employee productivity but also foster a sense of ownership and involvement in achieving organizational goals.

Regular training initiatives are crucial for fostering ongoing motivation among employees. Training shows the employer's dedication to employee growth, increasing motivation and engagement. Such initiatives improve employees' skills, making them more effective in their roles and contributing to the organization's success.

Ongoing training and development contribute significantly to maintaining high levels of job motivation. Prioritizing employee growth and development creates a motivated workplace that supports continuous improvement and professional development.

Job motivation drives employee engagement and organizational success. By focusing on key factors like workplace environment, company culture, and employee recognition, organizations can create strategies to boost motivation. Setting achievable goals, encouraging teamwork, and offering regular feedback are essential for maintaining a motivated workforce. Long-term strategies like continuous training and development further sustain motivation and reduce turnover. Prioritizing motivation helps create a thriving, productive workplace where employees feel valued and empowered to succeed.

Job motivation is the driving force behind an employee's effort and commitment, which is essential for enhancing productivity and sustaining engagement. This ultimately leads to greater employee satisfaction and contributes to the overall success of the organization.

Job motivation is significantly influenced by the workplace environment, company culture, and employee recognition, alongside psychological needs and a healthy work-life balance. Prioritizing these factors can enhance overall motivation and productivity in the workforce.

Setting achievable goals boosts employee motivation by providing clear direction and fostering a sense of accomplishment. By following the S.M.A.R.T. criteria, employees can better understand their objectives and align their efforts with the company's vision.

Continuous feedback is essential for employee motivation as it highlights growth opportunities and fosters a supportive environment, making employees feel valued and understood. This engagement ultimately drives them to perform at their best.

To sustain job motivation in the long term, focus on continuous improvement programs and regular training opportunities. These strategies not only enhance skills but also foster a culture of growth, keeping employees engaged and motivated. more

HR & Recruitment

 1w

Sustaining high employee engagement


It has always been a challenge for me to get my employees to have more compassion for the business in which we are trying so hard to thrive. Would you have any suggestions?

Answer: If you were to ask either ChatGPT or Microsoft Copilot about ideas on how to sustain high employee engagement, their answers will invariably be broken down into the following seven strategies:

Provide growth and... development opportunities via continuous learning, which may come by way of workshops, mentorships and overall career development programs.

Needless to say, internal recruitment for higher positions and upskilling help.

I would just like to add another dimension -- financially empower employees not only with fatter compensation benefits but with practical application of lessons on how to get and stay on the road to financial freedom. This way, employees get less distracted by personal finance issues and become more focused at work as well as at home.

Multitasking?

While Abraham Maslow never said that there is a hierarchy to the needs he identified in every individual (i.e. physiological, safety, belonging, esteem and self-actualization needs), it cannot be denied that the physiological needs, especially in relation to money or lack thereof, can be overwhelmingly distracting. Our limited human brain can focus only in the absence of distractions.

And how distracted can employees get? Oh, so very easily. Financial concerns can be as annoying as having a tiny pebble in your shoe. If you have not experienced this annoyance, try it now. It will not take long for you to be agitated enough to want to remove your shoe and shake out that pebble.

Many say that people can be trained to multitask. I do not argue with that. But can you really train a person to focus on two things at the same time? Multitasking is only possible because the activities are routine. Do not believe me?

Have a seat if you are not already seated. Lift your right leg. While your left leg is rotating, draw the number six in the air with your right hand.

Were you able to do it? You are probably laughing right now.

The human brain is not a computer because it still ends up focusing on one thing at a time. Money problems are so distracting that they demand attention and focus.

Richard Branson, the founder of Virgin Group was quoted as saying, "Train people well enough so they can leave, treat them well enough so they don't want to." And, according to Dr. E Thomas Garman, founder of the Personal Finance Employee Education Foundation of the US, a great way to manifest such treatment for employees is to "...have them be better off financially when they leave you than when they started with you."

So, be so bold as to empower your employees financially through the application of personal finance lessons.

The impact will come in the form of either one or a combination of the following: more
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HR & Recruitment

 1w

How To Create a Leadership Development Strategy (Plus 13 Strategies)


An effective leadership development strategy provides a strong foundation for your organization's next generation of leaders and, by extension, the business's success. Not having one can cause innovation to stagnate and teams to lose their motivation.

This article explains what a leadership development strategy is, the 13 different strategy types, and how you can create one to meet your... organization's needs.

Contents

What is a leadership development strategy?

Leadership development strategy: Key characteristics

13 types of leadership development strategies

How to create a strong leadership development strategy

3 real-life examples of leadership development strategies

A leadership development strategy is a plan that aims to help an organization's future leaders increase their capacity to effectively guide, inspire, and influence others in the company.

Leadership development focuses on cultivating key leadership competencies, such as strategic thinking, decision-making, emotional intelligence, and communication. It highlights aspects such as self-awareness, personal growth, and the ability to empower and motivate others.

An effective leadership development plan provides a structured approach to empowering potential leaders to confidently take on their future roles, navigate a constantly changing business landscape, and drive organizational success.

There are some elements every leadership development strategy framework should include, such as:

There are various types of strategies you can use as part of your leadership development plan. You can combine a few strategies to create a well-rounded development curriculum. Examples include:

Mentoring is usually a long-term, relationship-based process between two people. In this process, a more experienced employee (the mentor) provides their mentee with support, guidance, and advice. Mentoring focuses on career development and personal growth and provides an excellent opportunity to transfer knowledge and skills.

Coaching is a more structured, goal-oriented process focused on achieving specific results within a predetermined period of time. Leadership coaching is a collaborative process designed to help potential leaders improve their leadership skills, overcome challenges, and reach other specific outcomes.

A formal training program consists of workshops or structured training sessions to help enhance specific leadership competencies and skills. It can include online courses, in-person classes, certificate programs, and more. These programs suit companies that prioritize long-term succession planning or leadership development.

This involves leaders undergoing coaching or a formal training program while performing their existing leadership duties. Often, new leaders find themselves managing teams of people without completing (or even receiving) leadership training. On-the-job training helps them develop their leadership competencies while performing their duties.

Job rotation is a practice where employees (including potential leaders) move between different roles or departments for a certain period to develop diverse skills to prepare for future leadership. Job rotation also allows employees to better understand different business operations as part of their preparation for leadership positions.

These projects help potential leaders better understand inter-department relationships and individual roles. It also helps them develop and enhance leadership skills, such as adaptability and collaboration. Additionally, they can build stronger connections with key stakeholders across different departments and teams.

This strategy involves leaders collaborating to solve real business challenges through practical experience and group discussion. This allows participants to develop skills that are directly applicable to their work. Action training aims to enhance problem-solving abilities, and critical thinking skills while also delivering tangible business results.

A leadership workshop is a structured session that focuses on developing and enhancing the leadership skills of its participants. Leadership workshop sessions typically involve exercises that teach key leadership concepts, facilitate interactive activities, and drive discussions.

Succession planning involves identifying potential leaders to ensure the continuity of critical roles and business operations in an organization. An effective succession plan must provide a structured approach to preparing the next generation of leaders to move the company forward.

If you want to identify leadership skills gaps and promote self-awareness among your company's leaders, 360 degree feedback can be highly useful. It gathers input about a leader's performance from different sources, including peers, direct reports, and supervisors, offering a well-rounded picture of their capabilities and potential.

Job shadowing is a form of on-the-job training where, in the context of leadership development, a future or potential leader learns from an experienced leader by observing them as they go about their day-to-day work duties and responsibilities. This allows them to ask important questions and model beneficial leadership behaviors.

Soft skills such as communication, emotional intelligence, problem-solving, and decision-making are all key leadership competencies. A leadership development plan should prioritize building and developing interpersonal skills in order to be successful at preparing future leaders for their roles.

Building and maintaining connections with peers across different industries and levels of experience gives leaders an excellent opportunity to enhance their ability to lead effectively. Networking is also a great way to identify potential talent and stay current on the latest industry trends.

The following seven steps below provide a simple guide for you to start creating a strong leadership development strategy.

Before anything else, you must have a thorough understanding of your organization's business goals. This will help determine the kinds of behaviors, capabilities, traits, and skills you must focus on in your leadership development strategy framework.

Depending on your company's culture and business needs, it may require one or more leadership styles. It's crucial to identify key competencies for the company's success, as they'll form the foundation of your leadership development plan.

To understand what your leadership development strategy needs, you must assess your current and future leaders against the key leadership styles and competencies you've established. One tool you can use for this is the Training Needs Analysis (TNA).

The results of the assessment mentioned in the previous step will show you the skills gaps among your company's future leaders. You can then use this to determine the most suitable leadership development methods to help close these gaps.

Your development plan should combine your selected learning methods to create an engaging learning environment. For instance, the strategy could feature a combination of formal training, action training, job shadowing, leadership mentoring, job rotation, and soft skills training.

360 degree feedback is an excellent tool to monitor people's progress during their leadership development training, and their readiness for leadership after completion. Examples include the OPM Leadership 360™ and the RightPath 360 assessment.

For your leadership development strategy to succeed, you need to collect and analyze data and then measure it against the goals you've set. KPIs for each goal will help you measure progress, so you know what to keep doing and how to improve your strategy.

Below are three real-life company examples of leadership development strategies you can use to inspire your own approach:

General Electric (GE) has multiple leadership development programs, one of which is the two-year Operations Management Leadership Program. Its participants rotate three times across the business to gain experience within the supply chain, and take on assignments to help build a foundation in supply chain and leadership.

One of Intuit's leadership development programs involves cohorts of five to seven VPs undergoing two months of training before deciding how they'd teach the company's directors about leadership from their own perspectives. The directors also undergo the same program and share their learnings with their managers to create a cycle of knowledge through teaching.

Extreme Blue is IBM's three-month leadership program for future tech and business leaders. It welcomes talented individuals with established leadership skills and technical abilities. The program aims to provide participants with an experience that emphasizes innovation, growth, and collaboration.

An effective leadership development strategy is vital for a company's and its people's success. It is key in empowering (junior) leaders to fulfill their roles with confidence, and successfully navigate others in the organization through a constantly changing business environment.

Companies that prioritize and continuously refine their leadership development strategies are better positioned to drive innovation, improve employee engagement, and sustain long-term business growth. more

HR & Recruitment

 1w

Hire for values as you solve the talent shortage


You don't make bad hires on purpose. Humans act on first impressions. Decades ago, Lou Adler said that "making decisions based on emotions, biases, chemistry, personality and stereotyping cause more hiring mistakes than any other single factor." Sadly, it is still valid.

Your existing hiring process, based on "the way we've always done it," is probably wasting time. It fails to spot high... performers and does not screen out applicants who may be at high risk for "victim" behaviors. If we look for time wasters, there are many.

Applications provide little information about possible behaviors beyond demographics. Résumés enables the writer to withhold or manipulate information freely.

Real examples from my HR experience include an applicant who described time in a drug rehabilitation clinic as "studying for the ministry" and convicted felons who described prison time as "state employment." Sigh.

Looking ahead, AI may make this information jumble even worse. Follow my logic on this: I help organizations as they implement AI to take existing job descriptions and create open-position postings with defined tasks for applicants to use.

At the same time, applicants use the same technology to create résumés and cover letters in response. Therefore, applicants will submit computer-developed documents for computer-developed open-position listings, leaving human wisdom out of the process. Computers are talking to computers, which I see as a potential problem.

Keep this in mind as we continue solving the talent shortage. The existing human parts of your hiring process can benefit from some examination and improvement.

Initially, humans may conduct a brief phone screening to verify basic facts but may elicit little new information before scheduling an interview. Opportunity missed.

Most hiring managers honestly assess candidates only after the second interview. Still, these assessments focus on visible skills and abilities and spend little time learning whether the candidate's values align with the organization's purpose.

A reference and background check may uncover some data, but the candidate's true colors are usually not revealed until after they are hired. This is similar to making a marriage decision after a computer introduction and two-speed dates.

Our challenge -- solving the talent shortage -- requires using methods that can get more helpful applicant information sooner.

The first step in the hiring process should be values questions -- a more narrative application that instantly screens out people who don't want to invest their time in your process. More importantly, it helps identify people likely to fit into the organization.

Values questions on the application should be simple and tailored to the position. Applicants may still provide incomplete or misleading information, but the narrative style tends to capture better information overall. Some questions that can reveal values:

These offer valuable clues to the applicant's values and attitudes before actually talking to the applicant.

Use the clues. The written information from the narrative application is the background for a 10-minute virtual call to follow up with the applicant, drilling down for more detail about values and attitudes.

Ask promising applicants to complete an online assessment. Use a validated assessment tool that measures qualities relevant to your company's needs and probes for issues that might cause conflict and chaos. Online assessments should include external distortion scores that quantify the likelihood of the applicant telling the truth.

By the time an applicant comes in for an interview, you will have invested less time, yet gathered more useful information assessing the candidate's values and attitudes than is traditionally the case. You then have a wealth of data to prepare structured questions. Better data provides a better decision.

The rigor of the process combined with your putting values in the front window leads low performers and non-aligned applicants to opt out early. This results in a pool of candidates that skews toward high performers and will produce a workforce with higher ethical standards. Win/win.

Evaluate the success of the new hiring process and make improvements as needed. The information gathered can be tracked systematically to determine the process' effectiveness.

After six months, compare the performance of new hires against the information collected during the hiring process to learn what pieces of information correlate with good and poor performance, as well as high ethics versus the possibility of poor morals.

From this feedback, adjust the process to further tighten the standards. Revise the application, phone interview and online assessment to improve the screening process further.

Our back-to-basics approach changes the steps of your hiring process. As always, I close with a challenge: Are you willing to change how you hire, manage and spend more quality time with your high performers? more
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HR & Recruitment

 4w

Job Shadowing: How It Benefits Both Mentors and Learners


Discover the dual benefits of job shadowing for mentors and learners. Learn how this hands-on approach develops careers, relationships, and communication. " Back to Articles

Unlike many other traditional approaches to career development, job shadowing has stood the test of time. This invaluable hands-on learning approach means people can observe experienced professionals in real-world work... settings. This provides unique opportunities for both learners and mentors.

Learners benefit from practical experience and career clarity while their mentors hone their leadership, coaching, and communication skills. In this article, we'll go through what job shadowing entails, its advantages for both learners and mentors, and how it plays an important role in communication, innovation, and career development.

What is job shadowing?

Imagine stepping into someone else's shoes for a day to experience their job firsthand. That's the essence of job shadowing. This professional learning method bridges the gap between theory and practice.

Above all else, job shadowing is about observation and participation. Through this process, individuals, like students or early-career professionals, can follow an experienced professional as they go through their daily routines. Along the way, they gain insights into the role and the wider industry.

Depending on the role, job shadowing could involve a range of tasks and activities. It might be sitting in on client meetings, observing decision-making moments, or learning the nuances of workplace culture. It's a close-up view of what you need to do to succeed in a particular field.

However, this process isn't just about learning the "what" of a job -- it's also about learning and understanding the "how" and "why." It shows learners potential career paths, lets them build skills, and provides opportunities for them to ask questions that training manuals can't answer.

For mentors, the process is invaluable too. It allows them to pass on knowledge, reflect on their own practices, and inspire the next generation. Whether the process is a matter of hours or stretches over weeks, job shadowing means workplaces become classrooms.

How does job shadowing benefit learners?

Job shadowing has heaps of advantages for learners. Here are several explanations of how this practice is of benefit:

1. Provides hands-on experience

Unlike training or studying, job shadowing provides learners with hands-on experience. It's an opportunity to observe tasks and responsibilities in a real-world setting. This practical exposure is a complement to theoretical learning.

2. Offers insights into various job roles

For those just starting their careers (or those who are thinking of changing direction or seeking a promotion), job shadowing is a great step for career development. This provides an opportunity for learners to explore different career paths to see if this is something they want to pursue further.

In situations like campus recruiting, it also provides students and recent graduates with clarity about their career options and makes them more likely to align with organisational talent pipelines.

Ultimately, job shadowing can help clarify which roles and jobs align with learner interests and skills. This means individuals have a better idea of what their job would be like if they pursued this career and direction.

3. Helps build professional relationships

Job shadowing is great for professional relationships. It allows junior members of staff to build relationships with more senior colleagues. Through the process of job shadowing, individuals are also exposed to different leadership styles and decision-making processes in a safe and controlled way.

Learners benefit from these professional relationships as they gain insight into the qualities and skills that are needed for industry leadership. It's also an opportunity for organisations to develop their feedback culture as learners can get involved during the process of job shadowing.

4. Enhances communication and teamwork

One of the most difficult things for new recruits to get right is workplace communication dynamics. Each industry and organisation is different, so job shadowing allows learners to observe and practice skills they learn from their business mentor.

In team settings, individuals are also exposed to collaboration, which allows them to strengthen their interpersonal skills. By mainly being an observer, this becomes a safe way to learn.

5. Boosts confidence and self-assurance

Through real-world exposure to a job and career, individuals can develop their confidence in the field. This exposure reduces the fear of the unknown in new roles, allowing people to explore the environment with a safety net. A decent mentor will also build the individual's confidence in their abilities.

6. Identifies strengths and weaknesses

The role of job shadowing means learners can recognise areas where they excel, and they'll also learn about their skill or knowledge gaps. This is invaluable as it means they can begin a job role or career already knowing what their strengths and weaknesses are.

This provides a great opportunity to develop relevant skills, and it's also beneficial for the interview process as recruiters often ask job candidates what their strengths and weaknesses are.

Advantages of job shadowing for mentors

Although most people recognise the benefits of job shadowing for learners, many often don't realise that mentors benefit from the experience too. Here are some of the advantages of job shadowing for mentors:

1. Enables mentors to share expertise

Sometimes, it's easy to forget where we've come from and how we've developed the job skills we have. When you become a mentor to someone shadowing you, it enables you to reflect on your own development and share your expertise.

This means you're also contributing to shaping the next generation of professionals, so if there's something you found particularly tricky, you can use this to your advantage so that future workers don't have to struggle in the same way.

2. Identifies future leaders and clarifies career goals

Job shadowing is powerful as a mentor because it allows you to recognise potential leaders within your organisation. When you get to observe mentees in real-world scenarios, you can identify those who have strong problem-solving skills, adaptability, and leadership qualities.

These high-potential employees will often make themselves known during the shadowing process, which makes it easier for the organisation to then nurture them and prepare them for leadership roles.

3. Offers a fresh perspective and sparks innovation

Even though mentors are often established members of staff and leaders, they can benefit from the new perspective a mentee brings. Learners will often offer new ideas or alternative approaches to tasks, which can benefit the organisation. This sparks innovation and encourages mentors to think more creatively and reassess their own practices.

4. Improves mentor communication and coaching skills

When you're used to doing the same tasks, it can be like second nature to you. By being a mentor, you're forced to articulate processes and also provide constructive feedback. This improves your leadership and coaching capabilities, ultimately improving your own skill set for long-term professional growth.

5. Strengthens company culture and reinforces values

Job shadowing is also great for company culture. This is because it reinforces the organisation's mission and values through mentorship. It shows leaders that their expertise is valued and creates a culture of learning, collaboration, and mutual support.

6. Ensures knowledge continuity and collaboration

One final benefit for mentors is that the process of job shadowing means they can transfer institutional knowledge to a future generation of employees. The process promotes teamwork as well as a spirit of shared learning within the workplace.

Conclusion

Job shadowing is a time-tested and invaluable method for both learners and mentors. For learners, it provides hands-on experience, career clarity, and the chance to build meaningful professional relationships, all while boosting communication skills and confidence. It's also an important tool for exploring job roles and refining career goals.

For mentors, the experience strengthens leadership and coaching capabilities and fosters reflection.

Beyond individual benefits, job shadowing contributes to the development of a culture of collaboration, innovation, and knowledge continuity. It ensures that the next generation of professionals is well-prepared.

So, whether you're looking to build new skills or mentor future leaders, job shadowing is a win-win for everyone.

Author Bio

Natasha Thakkar brings over a decade of marketing expertise to her role as Content Marketing Manager at Oleeo, a recruitment CRM and tech company that specialises in producing recruitment software solutions. Skilled in lead generation and communication, Natasha shapes content that enhances Oleeo's brand and resonates with audiences. With experience handling global campaigns and an approach rooted in innovation and engagement, she excels in strategic campaigns, skillfully adapting to trends and connecting with audiences to optimise visibility. more
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HR & Recruitment

 4w

How to create an effective upskilling strategy across the employee lifecycle


Skills development is not a one-time event; it's a continuous process implemented throughout the entire employee lifecycle. Here, Elliot Gowans of Access Learning outlines how to plan and implement an effective upskilling strategy - from onboarding to a culture of continuous learning.

There is plenty of industry discussion surrounding upskilling, spearheaded by a recent Fosway Group report... revealing that upskilling and reskilling is the top strategic priority for L&D professionals. As the skills gap widens, the function must invest in both role-specific skills and career development.

Upskilling and reskilling are powerful tools that go beyond merely filling skill gaps. They are catalysts for both employee growth and organisational success. This investment should begin on day one of a new employee's journey, with effective onboarding ensuring they have the essential skills for a strong start. This commitment to development should continue through their time with an organisation.

By prioritising employee development, companies can create a culture of continuous learning, innovation, and adaptability. This not only boosts job satisfaction and engagement but also nurtures a talent pipeline poised to embrace new challenges and drive business forward.

Moreover, the link between upskilling and career progression is undeniable. The People Profession 2023 report found that professionals who have upskilled are significantly more likely to say their career progression has exceeded their expectations. Additionally, PwC's latest Global Workforce Hopes and Fears Survey shows that employees who say they are likely to switch employers in the next 12 months are nearly twice as likely to strongly consider opportunities to learn new skills in such decisions.

Skills mapping across your organisation is necessary for a successful upskilling strategy.

A strategic approach to upskilling should:

Engaging in skills mapping across your organisation is necessary for a successful upskilling strategy. This process entails a detailed analysis of roles critical for business operations, ensuring a clear understanding of evolving skill requirements. Regular updates to these mappings are vital to reflect the dynamic nature of skills.

Upskilling employees (and offering training opportunities at any level) can't work with a one-size-fits all approach. Tailoring upskilling initiatives on both a departmental and individual basis ensures that training aligns with specific job requirements, maximising its impact.

From your initial roles and skills mapping, along with the current organisational level priorities and objectives, look at what departments or functions could most benefit from more support with their upskilling initiatives.

All employees should be given the opportunity to complete skills surveys or assessments and Individual Development Plans, or IDP's. This document is a personalised resource which helps employees to grow professionally. It will include specific steps which should be taken for them to meet the goals set out within the document. When an organisation utlitises personal development planning in this way, it helps to embed a culture of learning as an ongoing process and not just as and when it is necessary to review.

Prepare your workforce for change by anticipating future skill requirements based on industry trends and technological advancements.

Once you have established how you are going to approach upskilling within your organisation, you can work to introduce a framework in which upskilling individual employees can be integrated into your organisation's culture and operations. This section will guide you through a six-step process introduced by the L&D leader that can then be rolled out with supervision by line managers. more
4   

HR & Recruitment

 1mo

What Gen Z Want From Work (It Isn't What You Think)


Gen Z () is officially here. They're estimated to now take up a fifth of the working world, with many of them still at school and excited to enter the workforce in the years to come. Or not but it's not like they have a choice.

So we decided to find out what that means for businesses.

We surveyed 200 British Gen Zers, aged between 18 and 29, about how they feel about the world of work. What... motivates them? What demotivates them? And how can companies attract, retain, and train this new generation?

What Gen Z wants from the workforce isn't necessarily what companies have to offer. There's a canyon forming that could impact hiring as the TikTok generation becomes bigger and more influential at work.

Keep reading to discover more about our key findings and download your copy.

One of the biggest trends was that Gen Z want to be paid what they're worth. They'll happily move roles if they're offered more money elsewhere.

Given the current economic climate, this should come as no surprise. Offering more than competitors is a simple way for businesses to attract fresh talent, particularly in less popular industries like energy and utilities or print publishing.

Nearly half of Gen Z respondents said that they'd leave a role if somewhere else offered more money. Around the same amount saw themselves working in a new role in three years' time.

Our findings align with data from CareerBuilder, which found that Boomers stay in roles over 8 years, while millennials and Gen Zers are likely to leave within less than 3 years. Gen Xers were in the middle, staying for just over 5 years.

Younger generations aren't as loyal to their employers, which means employers must work harder to retain them, or spend more money on hiring, onboarding, and training.

The solution? Offer them what they want! (And find out what that is by reading our whitepaper.)

Younger gens aren't loyal, but they're more likely to be if you support their personal and professional development with tailored, scalable support (more on that below).

The most important company value for survey respondents was making a difference in the world. It was one of the biggest motivating factors alongside pay.

This is likely also why working in the tech sector was so popular: it's seen as an industry that pays well and it's at the forefront of driving change in every aspect of our lives.

But as the tech sector matures, and its focus on DEIA (diversity, equity, inclusion, and accessibility) declines, a gap may emerge for innovative industries and businesses to fill. One that aligns with Gen Z values (like DEIA) while keeping existing stakeholders happy.

Gen Z don't want their roles to revolve around work. Alongside pay and making a difference, they also value work-life balance. This was the second biggest marker of work success.

It makes sense: they aged into the workforce during Covid, where there was nothing to do but work and scroll endlessly through TikTok. Sometimes at the same time if they worked in marketing.

So now that they've had a taste of life not revolving around work, they want things to stay that way. And they may well decline roles that don't align with those values.

They've also seen the impact increasing house prices, wage stagnation, and all work and no play have had on their older colleagues, friends and family. And they're learning from those mistakes.

For millennials, things like flexible working, remote working, and being paid what they're worth were nice-to-haves. But for Gen Zers, they're non-negotiables.

Since the average house price is now 8x the average salary, being surgically attached to a desk won't get them any closer to traditional markers of success. The goalposts have been moved and may well never be within their reach. So now they're redefining success in a way that works for them and the ever-evolving environmental, social, technological, and political climates.

The most surprising finding from our survey is that 27% of Gen Zers don't care about career progression and only 14% value it. The gender divide on this one is stark, too: just 8% of male employees care about career progression compared to 19% of females.

There are lots of political and social reasons this divide could be so large. Regardless of why it is, though, businesses can and should show all employees that with the right support, they can achieve their goals. Whatever they may be. This will help foster company loyalty so that your employees are happy and productive. You can't have one without the other.

Regardless of their career goals, respondents still valued continuous learning. This is likely because they know the world is changing at an exponential rate. Continuing to grow their skills will be the key to them navigating and surviving the evolving climate.

Gen Z values continuous learning, but not in the way that it's often delivered. Webinars were unpopular, likely because they've become nothing but background noise to most of us after a seemingly endless stream of them during the pandemic.

Instead, they want to be taught in a more tailored, one-to-one way. This allows them to upskill and reskill in a way that suits their learning style, fitting for an independent generation that's used to having everything tailored to them, thanks to growing trends in personalisation and AI.

So it should come as no surprise that the most popular ways for Gen Z to learn were coaching and mentoring. Both allow for far more tailored approaches to learning, so they can grow the skills that will benefit them the most in the short and long term. more
3   

HR & Recruitment

 1mo

What keeps employees loyal to their company? HR survey says...


Entry-level workers value continuous upskilling opportunities.

Employees tend to stay longer in a company that fosters a culture of innovation and use of cutting-edge technology. Other top factors valued highly include opportunities to upskill, access to high-end training and ample career development, finds a survey by the Mumbai-based Courseplay, an international learning experience platform... of the CIEL HR Group.

The survey, 'Key Drivers of Employee Development and Longevity', took responses more than 650 professionals across sectors, company sizes and seniority levels to understand their perspectives.

In a competitive and uncertain job market, the survey revealed, 49 per cent of senior professionals considered career growth the most critical factor in their long-term association with a company, while 52 per cent of entry-level employees prioritised continuous upskilling and development opportunities as key to staying loyal to an organisation.

For 60 per cent of mid-level employees, taking on new responsibilities to advance their careers -- along with access to training that supports their progression -- was essential.

"Structured career development and robust learning opportunities are crucial for employees. While they drive individual fulfillment, they also contribute to organisational success. When employees feel recognised and supported in their career journeys, their loyalty and engagement with the company follow naturally," says Aditya Narayan Mishra, MD and CEO of CIEL HR.

Mansee Singhal, careers leader-India at consulting firm Mercer, shares that rapid learning opportunities and career growth are becoming key differentiators beyond compensation and benefits. She highlights companies' focus on a wide range of areas, including skill development, managerial training and leadership development, often building a comprehensive learning stack for each.

"Since employees across job roles and age groups have different preferences and requirements, companies strive to stay relevant by offering a strong skills and domain stack as a competitive advantage," says Singhal, adding that organisations often develop in-house training programmes -- especially for specific technologies or domain skills with mid-term focus rather than buying talent.

This shift is largely due to the rising costs of hiring and replacing employees lost to attrition. As a result, companies are increasingly investing in skilling initiatives to build a robust talent pipeline. "With the shelf life of skills shrinking and technology constantly evolving, investing in learning and development helps companies stay relevant and maintain a competitive edge," adds Singhal.

Training programmes can be job- or task-related, helping managers perform their roles more effectively, or focused on people management and behavioral skills to develop better leaders. more
2   

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    4
    1mo

    All that is highly recommended in every job to improve performance and better service delivery,
    Dennis.

HR & Recruitment

 1mo

What keeps employees loyal to their company? HR survey says...


Entry-level workers value continuous upskilling opportunities.

Employees tend to stay longer in a company that fosters a culture of innovation and use of cutting-edge technology. Other top factors valued highly include opportunities to upskill, access to high-end training and ample career development, finds a survey by the Mumbai-based Courseplay, an international learning experience platform... of the CIEL HR Group.

The survey, 'Key Drivers of Employee Development and Longevity', took responses more than 650 professionals across sectors, company sizes and seniority levels to understand their perspectives.

In a competitive and uncertain job market, the survey revealed, 49 per cent of senior professionals considered career growth the most critical factor in their long-term association with a company, while 52 per cent of entry-level employees prioritised continuous upskilling and development opportunities as key to staying loyal to an organisation.

For 60 per cent of mid-level employees, taking on new responsibilities to advance their careers -- along with access to training that supports their progression -- was essential.

"Structured career development and robust learning opportunities are crucial for employees. While they drive individual fulfillment, they also contribute to organisational success. When employees feel recognised and supported in their career journeys, their loyalty and engagement with the company follow naturally," says Aditya Narayan Mishra, MD and CEO of CIEL HR.

Mansee Singhal, careers leader-India at consulting firm Mercer, shares that rapid learning opportunities and career growth are becoming key differentiators beyond compensation and benefits. She highlights companies' focus on a wide range of areas, including skill development, managerial training and leadership development, often building a comprehensive learning stack for each.

"Since employees across job roles and age groups have different preferences and requirements, companies strive to stay relevant by offering a strong skills and domain stack as a competitive advantage," says Singhal, adding that organisations often develop in-house training programmes -- especially for specific technologies or domain skills with mid-term focus rather than buying talent.

This shift is largely due to the rising costs of hiring and replacing employees lost to attrition. As a result, companies are increasingly investing in skilling initiatives to build a robust talent pipeline. "With the shelf life of skills shrinking and technology constantly evolving, investing in learning and development helps companies stay relevant and maintain a competitive edge," adds Singhal.

Training programmes can be job- or task-related, helping managers perform their roles more effectively, or focused on people management and behavioral skills to develop better leaders. more
2