Twenty Practical Steps to Better Corporate Governance | The Corporate Secretaries International Association (CSIA) Please click the li...
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Remine is an integrated MLS tool that harnesses the power of big data to create actionable intelligence for real estate…
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At the San Pablo Economic Development Corporation (San Pablo EDC),…
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Stockhouse |
GVIC Reports First Quarter Results
Marketwired (press release) … and performance. For a reconciliation to the results in accordance with International Financial Reporting Standards (“IFRS“), refer to the “Reconciliation of IFRS to Adjusted Results” as presented below and in Management’s Discussion & Analysis … Circa Reports Sales and Operating results for the First Quarter Ended March 31, 2017Canada NewsWire (press release) |
May 12, 2017 at 03:38AM
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Hiring these days is becoming far too robotic. While technology has given us many advantages, it can sometimes become too easy to rely on automated practices when a human touch is needed. As a result, too many companies have started view employees as cogs in a machine, that they can use for their own benefit. In doing so, they devalue their workers and sacrifice quality.
Understanding Individuals
One of the best hidden keys to successful training and development is understanding the Myers-Briggs personality type system. There are four basic types of brains. The practical friendlies, the practical teachers, the imaginative friendlies, and the imaginative teachers. With a total of 16 different brain classifications, you are mistaken if you assume that your workforce is exactly like you.
Many employers cling to certain stereotypes that should have died long ago. It is extremely important that as an employer, you encourage your employees personally. The typical employer is a “practical friendly” individual. They want to see their staff perform excellently. They detest minor lapses in behavior. Short term quantity is prized over long term quality. If you aim for speed, you will end up sidelining slower candidates who might provide big ideas that your company desperately needs.
The average person is a practical friendly. Practical friendlies enjoy employing practical teachers, because they can learn from them, and practical teachers often provide a work ethic that the other brain types cannot match.
Other Personalities
Practical teachers love burning the night oil working overtime. They are overachievers and perfectionists. They sometimes have difficulty realizing how the people around them are feeling. At school, they are the teacher’s pet.
Imaginative teachers are the type of brain that is most frequently sidelined. What imaginative teachers bring to the table is a big picture view of harmony. They are excellent at music and entertainment. Your corporate atmosphere suffers when these individuals are screened out of the hiring process.
Imaginative friendlies are great at healing divisions and wounds between people. They have the deepest level of empathy of all the personalities.
You can expect most candidates that you hire to be practical friendlies or practical teachers. The other two brains are more unusual. The practical atmosphere of most corporations attracts the two dominant types immensely.
The Dangers of Going Through the Motions When Hiring
If you try to file people through the system like orderly little machines, you might build resentments that are hard to fix later on. The wisest corporate managers are careful to check in and listen to their employees. It might seem a waste of time, but if you look beyond the resume at the person, you will be improving their behavior later on.
Data by eminent researchers concludes that minority candidates get disproportionately overlooked, compared to white people with the same qualifications in the tech industry. The robotic hiring process, which screens out people who do not match preset data, is hurting well qualified people.
The same thing happens in the workplace after hiring. Make an effort not reduce your employees to a number in a database. Visit their cubicle and check in with how they are doing. They will perform better if relationships are high quality. Obsessing over little things creates resentment and chaos.
In designing the hiring process, make sure that the interviewers are diverse and impartial. Having a team of diverse recruiters interviewing someone is much better than one recruiter. If you hire an employee using one recruiter, that recruiter’s own biases and presumptions will play a major role in what talent gets on your team. Have a board interview to remove the personal biases that remove quality individuals from becoming a part of your company.
Some of the major steps you can take to improve your hiring sequence:
1. Do not automate everything
As discussed, every personality is unique, and thus the hiring process should reflect that. Hiring that is fully automated cannot be effective, as it can cause you to miss out on some of the best talent.
2. Prioritize quality and quantity
While a lot of applications will no doubt yield more high quality candidates, remember to give quality the final say when looking at resumes. The same goes for your employees’ work.
3. Never ask your employees to do something you are unwilling to do yourself
If you find yourself delegating simply to avoid doing something yourself, you are going about it wrong, and are in danger of becoming a poor leader.
When you apply these principles diligently, you will find that your company works together much more harmoniously. Employees respect leaders who know them, respect them, and are also willing to serve.
May 11, 2017 at 03:28AM
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Sapience Therapeutics Adds Biotech Veteran, Christian S. Schade, to Board of Directors
Marketwired (press release) Mr. Schade commented, “I am excited to join Sapience’s Board of Directors and work closely with this outstanding management and Board team. Sapience’s innovative product candidates hold significant potential for the treatment of a number of cancers … |
May 11, 2017 at 03:43AM
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