Added by Susan Rochester on March 2, 2012 at 10:28 — No Comments
A client in Western Australia recently called regarding a work preferences profile we had provided for a candidate. When shown the report, the candidate had questioned its validity because some of the traits listed appeared to be contradictory.
We notice contradictions because we are conditioned to thinking in terms of opposites: good and evil, right and wrong, black and white. The reaction to Tiger Woods' off-course behaviour is…Continue
Added by Susan Rochester on March 1, 2012 at 9:30 — No Comments
Ok, yes this is yet another blog about the difficult task of resume writing! I was initially put off writing about this topic as there are so many good resources available, but the constant demand from candidates, clients, friends and family to assist with resumes spurred me on to put keyboard to screen with my two cents on the matter!!
Added by Samantha Cesnik on March 1, 2012 at 8:59 — No Comments
Last week I spoke at a boardroom breakfast to a group of leaders from infrastructure, mining, legal and local government. The topic was on my blog “technical competence without people skills –…Continue
Organisations are inherently political arenas in which individuals are often competing for advancement and resources. In such environments, the exercise of power and influence can characterise the way things get done (Bing et al., 2011). As such, it makes intuitive sense that political skill (the ability to understand others at work, and use this information to influence others to enhance one’s personal or organisational goals) is predictive of job performance.
Political skill has…Continue
Added by Robyn Thomas on February 28, 2012 at 12:20 — No Comments
The following information is an excerpt from the whitepaper ‘Best Practices in Talent Assessment’ by Dan Harrison, PhD, of Harrison Assessments International ©2008 Harrison Assessments International. For a copy of the full report, please email us.
If a behavioural assessment report simply describes the…Continue
Added by Susan Rochester on February 28, 2012 at 11:49 — No Comments
Contrary to popular belief a Unions power is not enshrined within the confines of the Fair Work Act.
For months now employers and public have been bombarded with statements of "inflexible" legislation. The "unfair dismissal monkey riding our backs". "Where has our productivity gone?".
My question is simple. How many lawyers, HR and IR Managers, Business Managers, Business owners and the like, have taken the time to learn what they CAN do, instead of simply listening to what…Continue
Added by Susan Rochester on February 24, 2012 at 8:33 — No Comments
When I was a child growing up in the middle suburbs of Sydney, every household seemed to religiously read The Australian Women's Weekly. It was a cultural and social mainstay: both a barometer and a bible.
One of the main things I learned from the Women’s Weekly is to play to your strengths. Over and over again, and in…Continue
Added by Lynette Jensen on February 22, 2012 at 9:17 — No Comments
Assuming your new employee has the qualifications, experience, skills and attitudes required to do the job, there are three basic things every boss needs to know about their latest…Continue
Added by Susan Rochester on February 21, 2012 at 13:41 — No Comments
This picture represents a typical scene in any wine growing area . . . orderly rows of grapes. When I see them it always reminds me of offices full of neat cubicles in a row. Both might appeal to our sense of neatness and order but they are not natural.
Plants don’t choose to grow in neat rows. That is…Continue
Added by Karen Schmidt on February 21, 2012 at 9:27 — No Comments
As part of the Award Modernisation process, it was identified that every Modern Award was to contain a “Flexibility Term”. The original intent was to enshrine a mechanism in the awards for employees to seek flexible working arrangements to allow for family responsibilities etc, or alternatively for them to seek flexibility in terms of the certain arrangements or conditions in the Awards or Enterprise Agreement.
Individual Flexibility Arrangements are not lodged with FWA, therefore…Continue
Added by Michael Cosgrove on February 20, 2012 at 16:07 — No Comments
Every year, at around this time, a common theme in my conversations with HR professionals is their desire to follow through on a New Year's resolution to move onto a new role. 2012 has started out a little differently, though, with a number of these practitioners, mostly senior and highly experienced, considering a shift to working for themselves.
In the HR profession, especially in the learning and training arena, this is certainly an…Continue
Added by Susan Rochester on February 17, 2012 at 9:39 — No Comments
There are some things we just can’t do. Turn on a country music station and before long you’re likely to hear a song about unrequited love. It pains to be in love and not have that love returned. But the fact is you can’t make someone love you.
Neither can you make someone ready for change. You can force people to change, but you can’t make them ready. Readiness, like love, is a product of how someone sees the world, how they operate, what they want, how they think, how they…Continue
Added by Steve Barlow on February 16, 2012 at 21:07 — No Comments
Note: This post originally appeared on the RecruitLoop Blog.Continue
According to a recent HR article*, the true cost of recruiting a new staff member can exceed $100,000. Such expensive investments deserve a rigorous and well-informed decision-making process.
Recruitment agencies and some employers often use psychometric tests to screen potential candidates. These tests may target such areas as personality type, aptitude, job-fit, emotional intelligence, leadership, performance, work preferences, cognitive ability, and skills. It is important to know…Continue
Added by Steve Barlow on February 12, 2012 at 15:00 — No Comments
Added by Susan Rochester on February 10, 2012 at 11:22 — No Comments
If the difficult performer has created a 'mess', that is, they have said or done something that has affected others in the organisation in some harmful or hurtful way then that person needs to be held accountable for their actions. There are lots of ways to do this but the trick lies with the approach taken by whoever is the first to respond.
Working 'with', being authoritative, is a skill. Building and maintaining relationships is not knowledge but a skill.
Working 'to', being…Continue