Here’s great advice for interviewers. For candidates, think about how you will use the silence appropriately if the interviewer is “listening slowly.”
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A great infographicAccenture-Silicon-Valley of IT careers in Silicon Valley, courtesy of Accenture.
Does your job provide “meaning, fun and a future”? Have you thought about what it would take to have these qualities in your career? Let us know what you think.
Over half of U.S.-based employees want to change not only their jobs but their careers. According to this author, companies shouldn’t wait until the exit interview of their key employees to have career conversations. To learn more about how organizations can easily implement a program to do just that, check out Career Collaborators: Building Career Communities.
Here’s some interesting career advice. Cal Newport, an assistant professor at Georgetown University and author of the book So Good They Can’t Ignore You (Hachette/Grand Central, 2012) spent years decoding patterns of success in the working world. He believes that “follow your passion” advice is dangerous and people would be better off “working right,” which he defines as “mastering a skill that is rare and valuable,” and “cashing in the career capital this skill generates for the right rewards.”
What skill(s) do you have that are both rare and valuable, and what are the right rewards for you?
Contact Career Collaborators for more about career conversations.
How would you like to be recognized when you do a stellar job at work? Does your manager know what you value? If you are a manager, do you know what each of your employees value? If not, can you have a conversation with each person about recognition? If you think it is always $$, this article might change your mind.
January, 2013—a new year—a great time to ask how human capital professionals are meeting current and future workplace challenges. A McKinsey&Company and Conference Board, “State of Human Capital 2012” report paints a challenging picture for our profession. Specifically, this research demonstrates that, “Worldwide, and in organizations of every type, ‘people processes’ are failing to keep pace with a changing business landscape…but current circumstances also offer rich opportunities.”
Amongst the human capital challenges examined in this report are: preparing for the workforce of tomorrow, security a steady, reliable pipeline for skilled workers, developing strategies to reenergize the workforce and ensuring organizational agility. In this report’s future-focused recommendations, we can find some bold, innovative approaches to employee engagement, recruitment and talent management and, more specifically, innovative ideas for building a “career-friendly organization™ for Enterprise 5.0
Personalization, customization and innovation are hallmarks of what leading-edge organizations are using as foundations for programs and initiatives to ensure that they continue to have the best available workforce. Progressive organizations are developing new ideas about “motivation systems” that incorporate insight from psychology, sociology and cultural anthropology to help organizations better understand what job satisfiers and dissatisfiers are for individual employees or key employee groups. They are finding ways to link individual roles or tasks with higher-order purposes valued by employees and creating workplaces that feel more like communities. They are linking incentives, career progression, organizational design, culture and leadership systems together rather than keeping each element separate where they may very well have conflicting goals and processes.
Imagine an organization that understands its short and long-term workforce needs, provides support for talent communities—both the existing internal talent pool and the external talent prospects—using peer career networks and career communities, and you have some idea of the future “career-friendly organization™.
Where is your organization, currently, on the path toward Enterprise 5.0—the career-friendly future? What are your next steps? Where will you begin? Let’s start the conversation here.
For more information, request our complimentary white paper “The Career-Friendly Organization™”
According to The Randstad Engagement Index (Nov. 2012), U.S. workers believe 2013 will be a better year for jobs with 47% of employees saying they plan to explore their options as the market picks up. Jim Link, Managing Director of HR for Randstad U.S. says “…employee engagement will be increasingly important for companies’ retention efforts. This is why it is so valuable for employers to analyze and understand what motivates their most important asset–talent.”
How does your organization determine what motivates you? If asked, could you answer the question with enough detail so that you and your manager could have a realistic conversation about your needs and the organization’s needs? We have some great ideas–let’s talk. http://www.careercollaborators.com
While most views of “talent communities” focus upon utilization of existing employees as ambassadors and liaison to their external networks and as recruitment “brand ambassadors” for the company culture, several employers, according to Dan Schawbel in his Time.com post (The Power Within: Why Internal Recruiting & Hiring Are on the Rise), are utilizing internal recruiting to save on recruiting costs, speed time-to-hire and increase both retention and improve overall employee morale.
What if your organization were to proactively encourage the building of internal talent communities which were more than spokespeople used to connect to external talent? What if you assisted employees with actively managing their long-term careers and linked these career communities with the findings from workforce planning exercises which forecast where the critical talent needs will be over the short and long term? Internal talent communities that showcase opportunities for growth to current employees could increase the power of recruiting from within, exponentially.
For more information on how to build career communities, check out http://www.careercollaborators.com or chat with us on this blog. We welcome your insight.