Article | February 24, 2020
How can HR practitioners attract and nurture a wholly diverse workforce, and why should they? That’s a big ask for one article, but in this piece I’m going to try to summarise the opportunities that employers have in recruiting a more diverse workforce. These days we speak a lot about employers’ responsibilities where diversity is concerned, and of course they do have a responsibility to be far more diverse and inclusive than they have been in the past.
Article | March 1, 2020
In some spaces, underperformers are quickly dismissed, but there may be value in them yet. How can you improve their corporate abilities, and what online training errors should you dodge? Creating A Workforce Development Strategy: What To Avoid. Some disciplinarians use the shaming technique to teach a lesson—embarrassing them into compliance. But it often causes lifelong trauma. You may not see the negative repercussions right away.
Article | February 21, 2020
With the increased demand for executive talent globally, psychometric assessments have never been more important to a successful search. We have identified five reasons, you may think of more!
1. Getting it Wrong is Really Expensive
Executive salaries are on the rise. There is no doubt that companies are prepared to spend more to attract top executive talent. We frequently see searchable salary ranges or even advertisements that suggest that marketed remuneration can be well above market. It’s expensive enough to hire the wrong salesperson and that can take six months to discover, but it can take much longer to identify non-performance in a C-Suite executive. Psychometric assessments that support a competency-based interviewing process, confirm or challenge interview findings and used effectively reduce the risk of making the wrong hire.
2. Poor Leadership can Damage the Business
Many people believe that psychometric assessments might just confirm a set of soft competencies or identify a personality profile. World-class psychometric assessments allow for complex exploration of leadership styles, team roles, and even entrepreneurial aptitude. If you think you want a leader, assess for leadership capabilities and understand the balance of leadership styles to make sure it fits with your organisation’s path.
3. Comparisons are Worthwhile
The world assessments is full of imposters. The Institute of Psychometric Coaching correctly asserts that “Psychometric tests are a standard and scientific method used to measure”. The word scientific implies measureability. True psychometric assessments are developed, tested and improved until they meet a standard deviation. Only these type of assessments provide statistical validity and tell us where an executive search candidate sits in comparison with a norm group of peers. Go to Here to read more on this. Something like 80% of the Fortune 500 use MBTI, yet the MBTI test is based on “zero scientific foundation”. Check the statistical validity of the assessments you use in executive search.
4. The Most intelligent person is not Necessarily the Best Candidate
Cognitive power, is without doubt a measure of potential. However, how this translates into attributes such as problem-solving, influencing skills, adaptability and resilience and even the delivery of results is not so easy to interpret during interview. Psychometric assessments can often tell us how an executive has used her or his intellect to develop broader attributes that we associate with effective managers and leaders.
5. We are all a Little Gullible
Anyone attending an interview, is trying to sell what is most important to them - themselves. We can all remember CEOs dealing with environmental disasters that their company was responsible for dressed like dandies, TV personalities being appointed to C-Suite positions in media companies, sports personalities being given business leadership roles and even major retailers just being conned, all with negative results. It’s almost certain that the decision to make these placements was influenced by anything other than objectivity. Psychometric assessments won’t lie to you, won’t try to con you - they don’t care about the person taking the assessment.
So, as you engage in your executive search projects during 2020, make sure that in addition to great consultants, you use proven scientific assessments to help you work out if you are getting the right person. After all, is a little known fact that “reference fraud” has its highest incidence among senior and executive management candidates. Do whatever you need to do to reduce the risk of expensive mistakes.
Article | April 22, 2020
Human resource best practices has drastically changed in the last decade and it has been observed that somehow they affect the organizations in many ways. As a result of this, nowadays, creating programs that improve the quality of work environment, organizing activities to nurture talent anddevelop future leadersmotivating employees, etc. are the things that help align HR goals with the company’s vision. If you manage to make your sales guys happy, it results in a 37% increased sale. The same is the case with other departments. It is found that engaged and happy employees become 20% more productive in their respective work.
If your organization is dedicated to following HR best practices, you will be able to see higher employee retention andhappier employees who contribute to the best of their abilities.This blog will take you through HR best practices in 2020 where you will get to know which activities you can apply in your organization, why are they important and how it will affect the workplace in this and the coming years. Let’s go over them one by one.
Table of Contents:
- Providing Employee Security
- Hiring Right Candidate for the Right Position
- Improving Engagement Through Feedback
- Offering Flexible Workspace
- Compensation and Benefits
Providing Employee Security
It is an undeniable fact that secure employees can give the best work results. When we speak about HR best practices, it is the prominent factor that tops the list. Where there are many changes in the lives of employees, a stable job or workplace is something they look up to and when it comes to career goals of, it is achieved by them in the long term.
When employees feel constantly worried about their jobs, they can’t perform which affects their results. So as an employer it is your responsibility to make them feel secure providing everything which is necessary so that they can relax and settle into doing their best work. It is a proven fact that job security is the best motivator for employees around the world when they can see the direct correlation between work productivity and their future with the company.
The other side of employee security is retaining employees that can significantly affect your bottom line and increase productivity. It is not just about good employees leaving your organization because of employee security reasons but also being able to maintain them to boost the company’s reputation as an employer as there are always some organizations that are willing to hire good employees. For instance suppose some X number of employees stick together with your organization for a long time, they are more likely to work on dynamic projects. They are the ones who create a stronger bond and bolster a strong sense of corporate culture.
Hiring Right Candidate for the Right Position
You obviously can’t hire people just for the sake of filling the positions because it seriously affects the organization in long terms. Here comes the selective hiring approach. What is it exactly? Hiring people who are not just fit for the role but also exceptional and can add value is something that every employer would want to invest time in. Performance analysis gives eye-opening data about hiring the right candidates. According to research, the difference between an average performer and a high performer can be as high as 400% and the data proves to be true for various industries, geography, and job types.
So it is supremely important to bring the right people in the organization to build a competitive advantage.
With the technological advancement, hiring professionals are availed with faster hiring software and tools that save your time. Further, to filter out candidates, the selection criteria that decide the characteristics of a candidate can be divided into 3 sections as ability, trainability, and commitment. Depending on these capabilities, it becomes easier for you to make hiring decisions.
Improving Engagement Through Feedback
Employee feedback is beneficial for both i.e. employees and the company. For employees, it is beneficial for career development and for employers and the company it results in much better and improved productivity. So it is important to note that every person involved in the feedback process is well aware of what needs to pay more attention and that fills the gaps for overall success. To support why employee feedback is necessary, there are some stats.
-69% of employees say they would work harder if they feel their efforts are valued and recognized.
-In a study of 65, 672 employees, Gallup (An American analytics and advisory company) found those employees who received strength feedback had a 14.9% lower turnover rate than those who did not receive any feedback.
Growth seems impossible without crucial feedback that is delivered regularly. It impacts financial growth, leadership growth, employee engagement, and the cultural growth of the company.
Offering Flexible Workspace
Nowadays workplaces have become more than cubicles where employees just come in, make them comfortable and focus on work with freedom in mind. If you are wondering about how office designs can motivate employees to increase work productivity then it will be good to know for you that many companies are investing to support flexible workspaces. Even if the existing design of your office is professional, you may be lagging in getting the most out of available space and when you think of employee comfort and workflow. To start with, simply you can allow them to tailor and custom their desks inspiring flexible work environment.
Another aspect that comes under this category apart from physical space to work is giving your employees access to work from home. In the end, employees are people with different preferences and to value their preferences is surely going to result in better productivity making more profit in the business. So it’s always an option to think about how and when they work which is going to save money, time, resources, enhance productivity, creativity, creating happier and healthier teams.
So, here is an opportunity to make it a win-win situation for business owners and employees to cherish in 2020.
Learn more: Critical factors that affect employee productivity
Compensation and Benefits
After hiring the right people what HRs need to focus on is retaining them balancing their and the company’s growth. These are the people who will be adding value and achieving goals of the company so you need to pay them fairly and inspire to make them stay. Apart from this, you can give them performance-based rewards appreciating their contributions at every step of the journey. Activities like this create a sense of ownership for employees and they get motivated to maximize their results, commitment to the company’s long-term visions and you will be able to retain high potentials.