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What eHarmony has done in matchmaking is to use data to empirically identify 29 key dimensions of compatibility that predict successful relationships and marriages. They have grouped these dimensions into “Core Traits” that include emotional temperament, sociability, intellect and energy and “Vital Attributes” that include things like communication style, conflict resolution, spirituality and ambition.
It’s likely you already have a hiring process in place. But like all things, hiring processes must change to meet the demands of the constantly evolving world in which we live – if not you’ll create a terrifying monster of a hiring process!
Call me a reality TV show junkie, but I fall prey to any show where contestants are competing to become the next best chef, baker, or interior decorator. If it’s aired on the Food Network or HGTV, I’ve probably seen it. Who doesn’t want to watch amateur chefs that are competing against one another in crazy elimination challenges week-after-week?!? Ok, admittedly, there probably are a few people out there that don't find it appealing … But anyways, regardless of whether you watch/enjoy the show or not, at the core, these shows are very reminiscent of a selection process. They start with a large pool of candidates, do an initial screen to reduce the pool to higher potentials, and then put them through exercises to assess different skills and abilities. While these TV shows aren’t as rigorous as typical selection systems, they do have some good steps in place. Let’s take a look at what they do well.
In an ever-advancing, technologically-savvy business world, something is for certain: the role of mobile devices is increasing. Recently Ericsson reported that 91% of the world’s population has a mobile subscription. No less than 4.5 billion people have mobile device plans. This number has increased by more than 100 million people in the last six months and the growth shows no sign of slowing.
Author: Alina Melita, HR Professional and Blogger - HR Backstage
For the past two years Select International has participated in Disability Mentoring Day (DMD), which took place this year on Wednesday October 16th. This event is one of the highlights of National Disability Employment Awareness Month (NDEAM). Disability Mentoring Day began in 1999 as part of a White House effort to increase the profile of NDEAM. It is a nationwide effort to promote career development for students with disabilities through hands-on career exploration.
Employee testing has now reached a global scale as more and more multinational companies start to use a standard set of tests worldwide for their HR decisions. Typically, these tests are developed in the headquarters country (mostly North America), and then translated to different languages, and administered in subsidiary companies over the world. When a test doesn’t work well in a foreign country, people often blame the translation. While it is true that poor translation can lead to ambiguities and misinterpretations, cultural differences oftentimes cause more problems than linguistic idiosyncrasies.
Many of you may wonder, as long as we adjust norms to the local population and get a good estimate of individuals’ standings relative to their peers, why should we care about culture. Well, it’s a fair argument, but things are more complicated than this. Imagine that a personality item is culturally sensitive – agreeing with the item means disregarding what is generally accepted in that society. Then how much variability would you anticipate in the responses? If 95% of the population answers “strongly agree” to an item, what is the added value to keep it in the test? This is simply one example of how culture can affect the functioning of a test item. Culture is rooted in every social human being and it has profound influence on people’s values, beliefs, thinking styles, behaviors patterns, and even information they receive and internalize.
Even though The Office series has ended, we still remember it well. Some of us are probably re-watching it on DVDs just to relived each moment. Why was (is) that show so popular? I’ll tell you why, because it’s believable. Unless you’re one of the fortunate few, your office probably has a Dwight, Jim, Pam, Toby, and of course a Michael Scott. Poor Michael ... you’ve got to feel for him. It pains me to watch awkward situations manifest, and Michael manages to create that face-in-hand, head shaking experience regularly.
When you hire a new employee, you are about to make a large investment, something that will be costly and likely to be a decision you will need to live with for a long time. There is a lot of information to gather and discuss with others, but ultimately the decision will be yours, and most likely the consequences as well.
One of the things that HR professionals, I/O Psychologists and organizations as whole struggle with on a daily basis is changing our behaviors or the behaviors of our employees. For instance, these could be performance-related behaviors, safety-related behaviors or any other behaviors observed in the workplace. Organizations should really focus on two kinds of factors to change their employees’ behavior, whether that be with a reward structure of their choosing or the way that they’re providing feedback to employees.
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