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The Smart Work team (partners and network) has, through its long and varied experiences in business and in life, as well as through its association with Self Management Group, amassed its own "Smartworkepedia" of knowledge in the talent management domain. We offer these ruminations to you and encourage your feedback; we’d love to hear from you! If you'd care to comment on any of our Smart Thoughts please do so by clicking on the comment box.
Companies are becoming increasingly concerned (some even obsessed) with the impact of assessments on candidate experience and engagement.
Add a commentCan you predict candidates' success in your job assignments?
by Doug Garner
Imagine, for a moment, that your recruiters have better than x-ray vision and can see into the souls of your candidates before they even step into the office to be interviewed. Like gazing into a crystal ball, they could view the potential of a candidate in your job, in your company, working with your management team.
Add a commentNote to Readers: This is the 4th of 5 postings in which we have transcribed a telephone interview with Dr. John Marshall, developer of the ‘source code’ for the statistically predictive psychometric assessments we refer to as Smart Work | Assessments. In this session Dr. Marshall introduces us to his 2 x 2 matrix model for categorizing different employees for purposes of coaching and training.
Add a commentNote to Readers: This is the 3rd of 5 postings in which we have transcribed a telephone interview with Dr. John Marshall, developer of the ‘source code’ for the statistically predictive psychometric assessments we refer to as Smart Work | Assessments. In this session Dr. Marshall describes the interconnectedness between an “Effort Profile” and a “Success Profile” and how companies and hiring managers can look for and differentiate the two in their recruiting and selection processes.
Add a commentNote to Readers: This is the 2nd of 5 postings where we have transcribed a telephone interview with Dr. John Marshall, developer of the ‘source code’ for the statistically predictive psychometric assessments we refer to as Smart Work | Assessments. In this session Dr. Marshall describes the origin of the inherent traits measured by these unique profiles and how they impact a person’s fit to a job opportunity.
Add a commentHow Many Change Agents Does It Take to Change a Light Bulb?
The Challenge of Predicting Change Agent Performance
by Claire Kuhl
Wouldn’t it be great if you could reliably predict which leaders in your organization are naturally suited for success in the challenging Change Agent role? XONITEK is engaging with a research partner to develop a tool for doing exactly that. Find out about this research study and how your organization can participate in and benefit from it.
We each shook the candidate’s hand as we took our assigned seats at the conference room table. Of course I sat next to the young man whose resume suggested he just barely met the minimum requirements, since I wanted him to feel he had a “friend” in the room.
Add a commentSo, How Do You Calibrate Culture?
By: Douglas Garner
I admit, I thoroughly enjoyed Joseph Paris’ article ..”It’s a Marathon, not a Sprint” and the inherent question… “how can a Lean program be sustained over time?”Read it here.
Having spent a good portion of my career in the chemicals manufacturing industry and more specifically, in total quality management and process improvement activities, I must report more than a few flashbacks to conversations with operators, engineers, supervisors, managers and even staff (HR, Law, Environmental, etc.) that resembled his sample exchange between “Leadership” and “Deployment Professional”.
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10 Ways to Recognize You’re In the Wrong Career
By Douglas Garner, SPHR
Over 30 professional years in corporate management has given me plenty of opportunities to view the “ugly underbelly” of corporate employees. I might add, I have seen some true masters working the edge with creative interpretations of companies’ policies and procedures. During my investigations, I was often amazed at the amount of energy some employees dedicated to finding ways to “stick it to the Man”. Energy I later figured out could have made these people millionaires, if they had devoted it to their right career.
Before You Ever Look at a Resume . . .
by Scott Crandell
Over the years, we’ve looked at a LOT of resumes and – unfortunately, speaking only for myself – I wasted a TON of time doing that.
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