While in India recently, I had the opportunity to meet the head of Google India, Shailesh Rao. India is in an economic boom with a GDP growth of 9 percent (compared to 3 percent with the US) in an extremely competitive talent market. It is interesting to see how Google, one of the most innovative companies today, is addressing the talent challenge. In short, what can we learn from this smart and innovative company about how they address the talent challenge in a hyper growth market?Read more
If you are a job seeker, you’re probably wondering what works best for finding a job?
Here is a list of the top 3 things that lead to a successful job search:
1. Referrals (from current employees, friends, or customers of the employer)
2. Employer Website
3. Online Job database
Reinforcement Learning is a well accepted model in the computational community.
It was originally created by the artificial intelligence community as a model to understand and improve learning. The model’s core principle is based on a reward signal. Rewards in the animal world can be juice, food, or excitation of a pleasure zone in the brain. What we find fascinating is the fact that neuroscientists have been using Reinforcement Learning at the center of their model for understanding the brain, and it seems to be working!
Often we see individuals trapped by their past experience. They want to change jobs but don’t have the “relevant” experience. Recruiters and managers don’t like taking risks and often prefer to hire someone who is not only a high performer, but also has relevant experience.Read more
Today, about 95 percent of companies perform reference checks. Reference checking is a current practice in the world of employment, but is often poorly performed. Not only is the process rushed and utilizes a limited amount of references, but recruiting and hiring managers don’t ask the right questions.Read more
Peter Cappelli is releasing his new book in a couple of weeks on the state of the talent management industry. He will be presenting a new model for talent that impacts organizations, employees, job seekers, coaches, counselors and anyone involved in the world of talent. We can already see his view in action in many organizations today.
Cappelli’s approach borrows from the principle of the supply chain and the manufacturing just-in-time revolution, but changes the language from an engineering certainty to a market-based approach with intrinsic uncertainty.
This new workplace dynamic revolves around 4 principles:
1. Make and buy talent: Internal talent development is still the preferred method as it is the cheapest and least disruptive for an organization. Yet, since the cost of unused inventory is a burden too heavy to carry, companies need to undershoot what their talent predictions are. Why undershoot? Because we have to accept the imprecise nature of talent forecasting.
2. Reduce uncertainty in Talent Demand: We have to accept the imprecise nature of talent prediction at its essence. Instead of going after the highly specialized developmental programs, we’re looking at providing training, tools, and framework that can apply to large employee populations and not small sections of your organization. We like this one, as it is exactly what Checkster is providing—a tool that helps all individuals grow!
3. Earn your ROI when you develop employees: Employees will have to share the cost of training, by either investing more of their personal time for training, or paying off the training investment if they leave. Note that new employers hiring employees could pick up the tab, making the reluctance or current training investment disappear. We like this one very much, as it is for the good of all parties!
4. Balance Employer/Employee interest: The internal job market within organizations places career management in the hands of employees. That’s one very efficient way to make a market-like approach to career evolution. Plus, it enables others to access a new realm of possibilities without being stopped by a rigid deterministic system. The only element that could stop us: our ability to produce results!
Order your copy of the book here.Read more
Can the attractiveness of an individual impact your judgment? What if Mr. or Ms. Universe came for an interview in your office? Would it lead to the same outcome as that of an average looking person?Read more
I spent last week with Dick Bolles, the author of the famous book, “What Color is Your Parachute?”
As a true professional with close to 40 years in the career industry, there is little he hasn’t seen.
The core message of his book is that when one looks for a career, it’s not simply a matter of looking for something out there to do, but rather a way to clarify what it is one wants to do. The core methodology used to arrive at this conclusion is the flower exercise. The flower exercise is a way to review all important elements for a career and is a worthwhile endeavor.
The only view I have that contrasts with that of Dick’s is the belief that one’s preferred skill set does not always correlate with the areas in which one performs best. Too often we are made aware of this reality when we watch aspiring singers who believe they’re the best at what they do, when in reality there are many others who can sing better than they can. See here for a funny example. That is why we designed Checkster. Checkster provides a way for you to make sure you get confidential feedback regarding your strengths and weaknesses so that you don’t pursue the wrong path. Try it for yourself here; the basic version is free here.Read more