Technology as an Aid, Not the Boss

Technology as an Aid, Not the Boss When it comes to hiring, there’s been an increasing reliance on algorithms to make decisions for us. We trust data to determine candidate fit, and the probability of their potential success in a position. The problem emerges when we forget technology is supposed to support us not replace us. Algorithms have built in biases that we may not want to support. The numbers lump people into categorized slots based on how they rank when stacked up next to the competition. The problem is that we are leaving out a fundamental aspect of recruiting: We’re hiring human beings who are complex by nature and don’t necessarily measure up according to our data sets. Algorithms are designed by humans with inherent built-in biases, and that is not necessarily a good thing, especially when hiring managers are unclear as to the characteristics and experiences those biases filter out and filter in. In recent years, recruiting has faced widespread criticism for creating the dismal black hole that frustrates job seekers, therefore creating a poor candidate experience. With the advancement of algorithms, we’re in danger of exacerbating an already poor experience that easily misses some of the best potential candidates. While embracing technology, we cannot forget the inherent value of a human driven experience, and the wisdom of our own perspective as complex emotional, social beings. Human Touch From customer service to online ordering to shopping, less and less of our interactions include the human touch. We’re being reduced to numbers, data sets and abstractions, which is antithetical to human nature. We are social beings by nature. We’re natural community builders. It’s wired into our DNA. A strong social experience and community has always been a fundamental aspect of companies and work. A human experience counters the black hole and the overwhelming impact of technology in every aspect of our lives that can result in an increasingly isolating experience devoid of community. Nowhere is this more fundamental than companies, where a strong community experience among workers is critical to ensuring success. Why then would we not prioritize the human touch in hiring? Emotional Intelligence When recruiters don’t apply their critical thinking skills to the hiring process, everyone loses. We need to be able to look past the bullet points of resumes and read in between the lines when assessing candidates. As work becomes automated, the importance of hiring candidates with strong emotional intelligence, and many of the needed interpersonal skills becomes more valuable than hard skills, which may or may not become outdated in an environment that requires constant retraining. While measurements and testing have their place and importance, to rely solely on them is dangerous. Human Judgement Today, we need to hire lifelong learners who possess strong interpersonal skills. Much of work, especially in senior leadership roles, will demand these personality types to move companies forward. It requires setting aside the data and meeting people. It requires face time and human interaction, as well as a reliance on that old ‘gut’ feeling. The ability to not necessarily discard those with non-traditional experience in a world, where the rules keep getting thrown out, adaptable, flexible people become extremely valuable. We are better off not tossing aside our own judgement and nuanced thinking when it comes to hiring. We need to trust human judgement above the judgement of algorithms. Ask yourself, do I want to have a have lunch with this person? It matters. It really does, especially when you’re working round the clock to meet a deadline. Success requires creating harmony in the work environment, as well as empowering companies with leaders who can move the company forward. This requires going much deeper than algorithms, which can easily have built-in biases that do not work in favor of the company’s broader agenda, goals and needs. Recruiters must step up the human experience in 2017. Hiring for emotional intelligence is a big priority in 2017 and beyond because that’s what our technological advancement not only requires of us but demands of us. Remember, we’re in charge of our development to ensure we create the best fit, not the machines.   About the author:  Caroline Stokes is an executive headhunter and executive coach for innovation leaders, and founder of FORWARD. You can follow Caroline on Twitter @oCarolineStokes.

Which is the Best Employer Review Site [Glassdoor vs the Others]

Which is the Best Employer Review Site [Glassdoor vs the Others] The vast majority of internet users today rely on peer-review sites before making a purchase. From books to restaurants, hotels and even airplane seats, users happily rely on online services to aid them in making informed choices. Sites such as Amazon, Yelp, TripAdvisor and eBay have made online reviews the norm for savvy consumers everywhere. Equally, savvy jobseekers around the world are relying on social media, particularly on employer review sites for information about their prospective employers. Review sites have come a long way from merely providing disgruntled employees and rejected jobseekers with a place to vent and publicly air their grievances. In the last few years, these sites (and their user base) have matured to be reliable sources of “insider” information for candidates looking to join an organisation. In an age where branding and corporate culture are becoming key differentiators when attracting skilled talent, employer review sites provide an alternative to the glossy brochures, media coverage and fancy corporate careers site made available to jobseekers: Glassdoor: Glassdoor.com  â€" the most popular employer and CEO review site right now. Current or former employees anonymously rate their companies on a scale of 1 â€" 5 along with a statement of at least one pro and one con of working for the organisation. Employees are also able to review CEOs and other high-profile business leaders who are known in the public domain. However, users are not allowed to submit reviews for “private individuals”, i.e. immediate line managers to preserve their privacy. Each submission is manually reviewed by a team at Glassdoor to make sure that the entry is “genuine”.  Apart from reviews, users are also able to submit information regarding interview questions they faced as well as reporting salary information. With the release of its Facebook application last year, usage has grown dramatically and the site continuously attracts new users from around the world. RELATED: How Glassdoor Gives Candidates an Inside Look at Employers RateMyEmployer.ca: RateMyEmployer.ca  â€"  The site displays anonymous reviews from current or past employees for Canadian businesses. To date, 36’817 reviews have been submitted for a total of 8’060 employers.  The site discourages posting reviews for companies with fewer than 20 employees to prevent possible identification of the reviewers. All submissions are user moderated and as such, the system relies on the community to report inappropriate language, inflammatory comments and other objectionable content. Apart from flagging inappropriate material, the site also allows users to “like”, “dislike” and comment on existing reviews. RateMyEmployer is owned and maintained by Jobwings.com careers inc., a Canadian company that also operates several job boards. However, despite being founded by a company firmly entrenched in the online recruitment space, RateMyEmployer does not advertise any jobs nor does it seem to have a revenue stream which works in partnership with any employers rated on the site. JobAdviser.com.au Jobadvisor.com.au  â€"  Launched in March 2012, JobAdvisor is an Australian employer review site focusing on providing employers the opportunity to improve their online branding. As with other review sites, all submission are anonymous with all companies ranked against similar organisations in its sector. The service’s main aim is to promote employment branding for companies. JobAdvisor urges employers to use the feedback they gained on the site as a benchmark for overall employee satisfaction whilst at the same time, leveraging the positive reviews as an attraction tool for new hires. Kununu.com Kununu.com  â€"  was founded as an alternative to Glassdoor.com specifically aimed at the German-speaking market. The platform has gained significant traction in the Austrian, German and Swiss markets. Recently it was acquired and is slowly being integrated with the social network Xing. As with other review sites, the monetisation model for the platform relies heavily on employers paying a subscription fee to respond to the submitted comments as well as enhancing their page by adding photos, videos and the company logo. Further revenue is generated by allowing companies to post job vacancies on the site. Jobeehive.com: Jobeehive.comâ€" launched in September 2008, the site hosts anonymous reviews primarily for employers in India although there are entries for US-based employers too. Similar to other sites, user-reported salaries and compensation reports are available alongside the company ratings. Jobs are also available on the site via Indeed.com’s platform.  Jobeehive also offers a “Layoff Tracker” functionality that displays the number of employees made redundant in a given month. The site generates revenue primarily through display advertising. They also offer employers the opportunity to promote their brand through a “Featured Employer” program as well as social media management services. TheJobCrowd.co.uk: TheJobCrowd.co.uk  â€" is a UK-based employer review sited targeting the graduate population about to enter the workforce. The site pitches itself as the ‘TripAdvisor’ for graduate jobs and internships. Founded by two graduates, the review site focuses primarily on providing feedback for advertised graduate schemes throughout the UK. The site has since expanded to include employer reviews, as well as information on working hours and average salaries. Hiring managers and recruiters alike should be aware of the online reviews available to jobseekers. Not every review will be positive however, being aware of what is being said about your company online allows you to anticipate possible concerns that candidates may have after reading the reviews prior to accepting your offer of employment. At the same time, showcasing stellar feedback from current and past employees may give candidates the final necessary push when deciding between equally attractive job offers.

Social Media and Your Job Search Part Two More from my Interview with Tamara Joiner

Social Media and Your Job Search Part Two More from my Interview with Tamara Joiner On August 27, Tamara Joiner, president of  IntelliTalent Management Consulting, LLC,  spoke to the WorkSource Professional Network on how social media can have an impact on your job search.   Here are a few tips from Joiner, got her start in human resources as a recruiter in Washington, DC over twenty years ago.   She has worked in staffing ever since and is a Certified Personnel Consultant.   Joiner says that the most important part of your online “digital footprint” is your online brand.   When people connect with you online, what do they see?   If you’re just keeping up the basics, they see where you’ve worked and what pages you link to and keep up with.   It should go without saying that those pages should represent professional interests and be family-friendly in their content. Joiner says that people will also want to see who you are connected with, and more importantly, what they have to say about you.   The recommendations on LinkedIn are one of the first things Joiner looks for when she considers a candidate.   “If you’ve been in your industry for 15 years, and don’t have a single recommendation, what does that say about your career or your connections in the industry?”   she asks.    She strongly suggests that people reach out to others they’ve done business with and ask for recommendations. Her second recommendation is to get involved in groups.   Join those that have members connected to your industry, and use the discussion forums to add thoughtful and professional insight.   Joiner says that your contributions will help brand you as a savvy professional â€" someone who recruiters will notice when looking for talent. Another way to use online media is to watch what people are reading â€" and share what you find interesting, too.   It takes just a couple of clicks and a couple of seconds to share an article on industry trends and write a brief comment.  It’s another way to stay active and engaged   and connect with your network.

Looking for Art Careers Forget NYC- Try Buffalo

Looking for Art Careers Forget NYC- Try Buffalo For Art Careers, Go North For Art Careers, Go North If youre looking at art careers, you should head for the city in New York but not the one youre thinking of. Artists are flocking to the hot new art scene, springing up overnight in a place that might not be on your radar- Buffalo, NY. On a recent trip, I took a look at whats making this town such a hot destination for artists this minute, what the city is doing to help new up-and-comers with their art careers, and how you can take advantage before the word gets out. Whats Your Hustle? Lets say the cubicle life just isnt for you. Maybe all of your friends have been telling you you should start selling those cute knitted hats that you make on the side, maybe youve hit the flea market circuit with your handmade jewelry on the weekends, maybe you want to open up shop with a full-time pottery studio. If youre serious about art careers, or even if youre just looking for a side hustle, you know that the rural life is not going to cut it. Emerging artists need exposure, opportunities for networking and collaboration, a market, and an audience. That means the city. If art careers are beckoning you, you might want to consider a look up north. Buffalo, who knew?

Youre Hired! Now What - Targeted Job Search [Updated] - Career Pivot

You're Hired! Now What - Targeted Job Search [Updated] - Career Pivot You’re Hired! Now What? You have just been hired for your dream job! Well, maybe not your dream job, but the next step in your career. You have followed all of the steps in the targeted job search. Before you read on, this is the sixth in this series on the Targeted Job Search. If you have not read the series, this is a good time to go back to the beginning and read the entire series. You’re done â€" right?? I grew up in the day when we expected jobs to last 10, 15, 20 or more years. Today, a job may last three years. Let me lay out a timeline and strategy for you. The First 90 Days Book I recommend all of my clients get the bookThe First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter, Updated and Expanded by Michael Watkins. (affiliate link) I coach my clients through the first 90 days of their new job using the methodologies presented in this book. It is intended for C-level executives (CEO, COO, CFO, …) but the methods work for just about everyone at just about every level. Six Weeks It typically takes six weeks into a new job to understand what you are doing and start setting goals. I commonly joke it takes six weeks to just find the bathroom on a regular basis. Create a calendar entry on the six-month anniversary date of your hire. In that calendar entry, document some realistic goals for the first six months on the job. As you will find this is a repeating theme. Six Months You are now six months into your new job. You have been drinking from a firehose for the last six months. It is very difficult to appreciate how much you have learned and accomplished when you are drinking from a fire hose. Review the goals you set. Did you accomplish everything? Listen to the most recent episode Reflect back on the previous six months. What did you learn and what new skills have you acquired? You really need to take the time and reflect back on what you learned and accomplished. I really want you to let all of this sink in and appreciate how difficult the first six months on the job can be. Typically, you have a new boss, team, and responsibilities which is a lot to absorb. Now is the time to update your LinkedIn profile and resume. Do it NOW! You must get in the habit of regularly updating your LinkedIn profile and resume because you can become a turkey at any moment. If you are not sure what I mean by becoming a turkey please read my post Looking at Your Career from a Turkey’s Perspective. Create a calendar entry on your one-year anniversary date of your hire. In that calendar entry, document some realistic goals for the next six months on the job. One Year You have now been in your new job for one year. Hopefully, you are no longer drinking from a fire hose and have gotten yourself into a groove. Review the goals you set. Did you accomplish everything? Did you set realistic goals? Reflect back on the previous six months. What did you learn, what new skills have you acquired and what did you accomplish? Just like at the six month anniversary, I want you to let this sink in. I want you to be able to appreciate what have learned and accomplished and feel good about yourself. Take time to smell the roses. Update your LinkedIn profile and resume. Do not wait and do it NOW! Create a calendar entry on your eighteen-month anniversary date of your hire. In that calendar entry, document some realistic goals for the next six months on the job. Update your target list! Eighteen Months You have now been in your new job for eighteen months. Review the goals you set. Did you accomplish everything? Reflect back on the previous six months. What did you learn, what new skills have you acquired and what did you accomplish? Update your LinkedIn profile and resume. Create a calendar entry on the two-year anniversary date of your hire. In that calendar entry, document some realistic goals for the next six months on the job. Update your target list! Start strategically networking for your next job I know you are probably saying to yourself what about loyalty to the company. Let me ask you whether when hard times come will the company be loyal to you?I bet not! The idea is to establish a pattern.Even though you start working your target list at eighteen months, it does not mean you will leave. What you are doing is making yourself a good passive candidate. I want you to be prepared to leave whenever you need to leave. When a position does become available, you want to know about it. If your company is acquired, you want to be prepared to move on if the culture changes. You think that your job search has ended. Well, it really never ends. You should stay in permanent job search mode. That is the only way you can protect yourself from creative destruction. If you think your job is safe from AI, Automation or Robotsyou are smoking something and you are probably inhaling. Are you ready for a targeted job search? Toread the rest of the Targeted Job Search series click here. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Make Love, Not War In Business - The Chief Happiness Officer Blog

Make Love, Not War In Business - The Chief Happiness Officer Blog When Kai-Fu Lee, a key Microsoft employee, decided to leave to go work for one of their competitors he had an interesting experience: Prior to joining Google, I set up a meeting on or about November 11, 2004 with Microsofts CEO Steve Ballmer to discuss my planned departure At some point in the conversation Mr. Ballmer said: Just tell me its not Google. I told him it was Google. At that point, Mr. Ballmer picked up a chair and threw it across the room hitting a table in his office. Mr. Ballmer then said: F*cking Eric Schmidt [Googles CEO] is a f*cking pussy. Im going to f*cking bury that guy, I have done it before, and I will do it again. Im going to f*cking kill Google. Source: John Batelles blog I dont know about you, but Im getting really, really tired of the business as war approach. Im sick of hearing about the market as a battlefield, competitors as enemies who should be killed and employees as foot soldiers. Executives who buy this kind of thinking can be found looking for business advice in Sun Tzus The art of war, Clausewitzs On War or even Machiavellis The Prince. A recent business book called Hardball praises companies who are ruthless, mean, willing to hurt their rivals and enjoy watching their competitors squirm. But war is a terrible metaphor for business. It locks a company into an adversarial approach in which almost everyone becomes an enemy. It means spending time looking for ways to defeat your enemies, rather than making your own business great. It leads to zero-sum thinking, in which others have to lose, in order for you to win. In short, its bad for business, a lousy long-term motivator and just plain old silly. Microsofts desire to beat Google is a wonderful example of this tired approach as Kai-Fu Lees story above shows. Google, on the other hand, take a different approach to business as this quote from Nipun Mehtas excellent list of Google factoids says: CEO of AOL, Jon Miller says, Google is not anti-anybody. Most companies need a business enemy, and that is how they motivate themselves. Brin and Page, on the other hand, are motivated by their mission. Clearly, they think differently and are driven by their vision and business goals. The healthy approach to business is not about waging war. Its about creating value for your customers and promoting your vision. I believe that this way of doing business is simply an expression of love. Yes, love. Is love too flighty or soft a concept to use in business? Absolutely not. Were not talking romantic love here or the love that exists within families. Were talking something more akin to brotherly love what the ancient greeks called agape. The most useful definition Ive read of this type of love is this: Love is a total commitment to helping others realize their full potential. Love in this case means a commitment to other peoples happiness as well as your own. Its the realization that your happiness is tied to other peoples happiness. Its a conviction that we can usually trust each other in business, that we work more effectively together than alone and that business goes better when youre doing something that makes a positive difference in the world. That you can do well by doing good. This approach to business as love makes total sense even business sense. It is why clothing company Patagonia devote themselves to improving the environment. Its why Danish car dealer Kjaer Group are so active improving conditions in Africa. Its why Southwest Airlines brand themselves as the Luv Airline. When love (and not war) is your driving force: Your work has meaning and relevance beyond your own personal needs and desires. Your focus is on creating and contributing, not on destroying. Your attention is on your own organization, not on your enemys. You focus more on collaborating with customers, suppliers and even competitors to promote your vision. You focus more on opportunities and less on threats. You treat business as a non-zero-sum game, in which many players create values together. You dont waste time and energy having enemies. All the happy organizations Ive studied refuse to wage war. They have competitors, sure, but no enemies. They waste no time on grudges, dirty tricks or wishing harm upon others. In fact, whenever possible, they have constructive, friendly relations with their competitors. So lets lose all talk of digging trenches, fortifying defenses and killing enemies at work. Its not going to get us anywhere good. Lets rethink business and work to the point where it is an expression of the love we feel for others not an expression of our desire to beat our enemies into submission. If you enjoyed this post, Im pretty sure youll also like these: Top 5 business maxims that need to go Part I Part II 10 seeeeeeeriously cool workplaces Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Do You Know How to Write a Summarized Resume?

Do You Know How to Write a Summarized Resume?Is it possible to write a summary for a resume? The answer is a qualified yes, but you need to be aware of the specific requirements of this type of resume essay.You need to carefully select the content of a particular resume writing that you will be doing. Once you do this, then it is a lot easier to be able to write a summary for a resume.The reason that this kind of resume summary can be more difficult to write is because you need to have a very clear description of your work experience and education. In other words, you need to state clearly and precisely what you have accomplished during each of those times. Then, you need to give some credibility to the list that you have created, by explaining how your educational background or experience has made you uniquely qualified for a particular position.The very best way to do this is to write a summary for a resume that focuses on the qualifications that you have for the job. However, you need to be sure that you carefully and concisely provide those details. This is important because you want to be sure that your summary will make your employer realize that they are hiring the best person for the job.Another thing to keep in mind is that it is necessary to build your summary around your strengths and weaknesses. The best way to do this is to describe what qualities you have that make you well suited for the position. Then, you should list some of the specific skills that you have that relate to the position you are applying for.When you write a summary for a resume, remember that you want to be certain that your summary will also help your employer to see that you are someone who will help them succeed. For example, you may find that if you work on a team, then you will be more successful. Therefore, you need to emphasize those facts and qualities that relate to your individual team spirit.You also need to be sure that you accurately summarize the accomplishments th at you have had during the past five years. If you do not have detailed information about what was accomplished over the past few years, then you might be coming across as vague and unfocused. Remember that you will be outlining an overview of your work experience.It is vital that you go into a writing a summary for a resume essay prepared and ready to discuss the information that you have gathered. To be sure that your summary is accurate and concise, it is essential that you work with some of the specific details that will help to keep your summary from being viewed as just another list of bullet points.