CBC.ca - Canadian News Sports Entertainment Kids Docs Radio TV. Tinder, Pokemon Go, Snapchat: les recruteurs innovent. Soft skills for the future – Skills and Work. By Marieke Vandeweyer. Types of skills for the future Structural changes, such as technological progress and globalisation, are changing the skills needed in the labour market. The importance of assessing skills needs was already discussed in a previous blog post. In light of the changing skills demand, the World Economic Forum (WEF) has identified the 16 core skills needed in the 21st century (Figure 1). Youth overestimate their soft skills A recent survey (commissioned by four European interim sector training funds, App-titude project) on the perception of soft skills among employers and youth has shown that these two groups have significantly different views on the supply of soft skills.
Moreover, the interviewed employers report that a lack of specific soft skills can be a reason not to hire certain (young) candidates. These numbers suggest that there is a gap in the soft skills that employers want and the ones that are supplied by workers. Soft skills in OECD countries References. Civil Service Commission (UK) Annual Report.
Canadian Organizations Struggle to Engage Employees. Ottawa, July 13, 2016—Employee engagement scores have remained stagnant since 2010 and in many cases are declining. A new study by The Conference Board of Canada reports that only 27 per cent of employees in Canada are highly engaged. “Despite evidence of employee engagement’s impact on business outcomes, workplace engagement has remained stubbornly low and relatively unchanged over the last five years,” said Ruth Wright, Director, Leadership and Human Resources Research, The Conference Board of Canada. “Organizations need to understand why engagement is so important and which workplace factors can increase it.” Highlights Employee engagement scores for most organizations have plateaued; only 27 per cent of employees are highly engaged.
The report, Employee Engagement: Leveraging the Science to Inspire Great Performance, finds that employee engagement scores dropped during the recession of 2008–09 but have failed to rise since then in spite of improved economic conditions. La gamification et les HR. The Gig Economy: The Need for HR Agility in an Era of the Gig Economy. Australian Public Service Disability Employment Strategy. Why Millennials Spurn Government Jobs. Millennials Set to Earn Less than Previous Generations. Social Enterprises Final. The Influence of Corporate Social Responsibility ....in Attracting Millennials. Skip over navigation to the main content ProQuest Document Preview The Influence of Corporate Social Responsibility, Psychologically Healthy Workplaces, and Individual Values in Attracting Millennial Job Applicants Catano, Victor M; Hines, Heather Morrow.
Canadian Journal of Behavioural Science (Apr 2016): 142-154. Open with your PDF reader Access the complete full text You can get the full text of this document if it is part of your institution's ProQuest subscription. Try one of the following: Connect to ProQuest through your library network and search for the document from there.Request the document from your library.Go to the ProQuest login page and enter a ProQuest or My Research username / password. Almost half apprehensive about hiring disabled workers. Bek Frith, July 13, 2016 Mark Grimley, director of HR at disability charity Scope, explains how to accommodate disabled employees Almost half of UK businesses (45%) are apprehensive about hiring someone with a disability because of fears they will not be able to do the job and concerns around accidentally making inappropriate comments, according to not-for-profit organisation Purple.
Purple's research found that one in five (22%) business owners and hiring managers admit they are worried about interviewing someone with a disability in case they do or say the wrong thing. Fears include using the incorrect terminology (32%) and not knowing whether they should help with things such as opening doors or pulling out chairs (38%). One in five employers (21%) said falling foul of discrimination law was a real concern. Mark Grimley, director of HR at disability charity Scope, told HR magazine that employers are not alone when it comes to these concerns. Impact more important than salary for millennials.
Bek Frith, July 18, 2016 A survey of executives found most believe having an impact on the business is most important to younger generations Having an impact on the business is valued more by millennials than income and a path to advancement, according to a survey by the Futurestep division of Korn Ferry. In the poll of nearly 1,000 executives from around the globe, the largest percentage of respondents (28%) said the ‘ability to make an impact on the business’ matters most to millennial employees. At only 3%, income came in last, and having a clear path to advancement was chosen by only 9%. Executives felt that millennials need more feedback than older colleagues, with 77% agreeing they need more and only 12% saying less. Mentorships were found to be the top way businesses are developing their most talented millennials, chosen by 47%. Nearly one in five (17%) have an internal training programme, and 13% rely on frequent feedback sessions.
We Just Can’t Handle Diversity. It’s hard to argue with the benefits of diversity, given the decades’ worth of studies showing that a diverse workforce measurably improves decision making, problem solving, creativity, innovation, and flexibility. Most of us also believe that hiring, development, and compensation decisions should come down to who deserves what. Although the two ideas don’t seem contradictory, they’re tough to reconcile in practice. Cognitive roadblocks keep getting in the way. The Trouble with Merit While merit sounds like an easy, obvious filter for talent decisions, it’s anything but.
What’s tripping us up? If those in power think this world is basically fair and just, they won’t even recognize—much less worry about—systemic unfairness. Of course, believing that merit will be justly rewarded can come in handy for individuals. In her book Pedigree, Lauren Rivera, of Northwestern University, also examines how we understand and evaluate merit and finds it to be a moving target. The Trouble with Diversity. C'est scientifique, l'entretien d'embauche ne sert à rien. Les entreprises s'obstinent à rencontrer les candidats lors d'un face à face formel et trop théorique. En réalité, cette technique ne permet pas vraiment de recruter le meilleur... Depuis des années, la méthode la plus utilisée pour tester un candidat est l'entretien en face à face.
"C'est dommage car l'entretien d'embauche est un très mauvais outil pour évaluer un potentiel", affirme Ron Friedman, psychologue et auteur de "The Best Place To Work. " "Pourquoi ? Parce que plus de 80% des gens mentent en entretien tout simplement. Cela signifie que les informations que vous récoltez sont des plus douteuses. " Selon lui, même si tout ce que vous apprenez d'un candidat en entretien d'embauche est vrai, le fonctionnement de votre cerveau devrait toujours vous inciter à la méfiance. "80% des candidats mentent en entretien" "Nous intégrons automatiquement toutes sortes d'hypothèses erronées sur un candidat juste en évaluant son apparence. Article de Jacquelyn Smith. Volume Recruitment: Can online sifting really make a difference?
Goldman Sachs has just reported that it attracted more than a quarter of a million applications from students and graduates for jobs this summer. This is quite an astounding number of applications. The challenge they face is a common one with many organisations, managing a number of vacancies which are greatly overshadowed by the volume of applications that they have to process.
The challenge is to find a way to process a large volume of applications and identify the best talent in very short timeframes, using an appropriate amount of resource, whilst providing an excellent candidate experience. At a&dc, we use the SIFTTM process to support our clients to screen applicants quickly, effectively and fairly. SIFTTM (Screening Individuals for Fit and Talent) is an online multi-stage assessment process which allows organisations to screen against the most relevant criteria for a role. Use Multiple Automated Stages Keep it Relevant Focus on the candidate experience. HR Blog - Strengths Based Recruitment : The Evidence. Strengths Based Recruitment : The Evidence ‘The management innovation of our time’ - this is what Professor David Cooperrider, co-creator of Appreciative Inquiry says of strengths-based approaches to recruitment and it is no surprise to me that he makes this comment. Organisations that adopt strengths-based recruitment (SBR) are seeing an incredible impact on their bottom- line, their customer service and employee engagement.
An increasing number of pioneering leaders are opting for this approach because of the qualitative and quantitative benefits it brings. By shifting the focus from what people can do (competency-based recruitment) to what they are naturally good at and love doing (strengths-based recruitment) companies have reported results which include a 50% drop in staff turnover, a 20% increase in productivity and a 12% increase in customer satisfaction within a matter of months. And some have saved £millions. The reported benefits to organisations that implement SBR are : Comments. Strength based recruitment. Blind recruitment aims to stamp out bias, but can it prevent discrimination? | Guardian Sustainable Business. It is extraordinary what some employers will say about the people they hire when they think their conversation is private. Just about every bias and prejudice can get a run.
“Don’t send me any women because they cry too much,” the executive director of Slade Group, Anita Ziemer was told by a middle-aged man who was hiring graduates for the local arm of an international business. “There was nothing you could do to convince him otherwise,” says Ziemer in frustration. It’s exactly this sort of bias that Ziemer hopes new pilot program Recruit Smarter will stamp out. The Victorian government-initiated project is introducing the concept of anonymous hiring (also known as blind recruiting), which removes identifying details from resumes so jobseekers get a chance to slip past the biases – conscious and unconscious – of those who are hiring. Scott is not the only politician with a keen understanding of the bias that saturates the job market. Biases in recruitment are many and varied. Copy top chefs by taking a knife to job descriptions.
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Recrutement : les candidats de plus en plus nombreux à postuler depuis un mobile. Candidate Experience Tech Is Ticking Them Off - Workforce Magazine. How to Stay Current in Social Media to Be Competitive in Recruitment and Selection. With social media currently being used in employee recruitment and selection, organizations need to make sure they are looking at and engaging with the right social media sites. This issue is complicated by the fact that technology advances rapidly and the social media sites people use can change significantly over time. This chapter helps practitioners to deal with these issues by offering processes and criteria to be used to keep current on social media. It is discussed how organizations can keep current on social media sites used, existing practice, existing laws, and existing research related to social media use. Processes organizations can use to keep current and use appropriate social media data is discussed, as well as how organizations can create audits of social media use.
Keywords Social media Selection Recruitment Credibility Mobile Tablets Innovation Big data. New Partnership Opens the Door to Next-generation Gamified Assessments. NEW YORK, July 12, 2016 /PRNewswire/ -- Talent measurement and assessment specialist cut-e and psychometric games developer Arctic Shores have formed a new partnership to develop next-generation 'gamified assessments' which will help employers to attract and select job applicants. Arctic Shores creates immersive mobile games, using neuroscience and applied psychology, covering topics such as innovation, resilience and general mental ability.
Under the new partnership, cut-e will exclusively distribute these games in the USA. The two companies will also work together to develop a new breed of gamified assessments for pre-application attraction and candidate selection. David Barrett, Chief Operating Officer of cut-e, said: "Arctic Shores is a leading provider in the gamification arena and we're delighted to distribute their games and to partner with them to develop the next-generation of gamified assessments. Game-changing recruitment: How gamified assessments can enhance your employer brand | Onrec. For decades, employers have used online psychometric assessments to identify the most appropriate candidates in their applicant pool.
Now, some recruiters are turning to gamification in a bid to differentiate themselves, raise brand awareness and provide a more immersive candidate experience. The attraction of using a game is that it challenges candidates and enables them to score points, compete with others, try out different strategies and get recognition and instant feedback - all without feeling that they’re being ‘measured’. But a distinction needs to be drawn here. You can’t just introduce a game and expect it to make your recruitment process more enjoyable, because the game will not be ‘fun to play’ if a job is at stake. You have to introduce the right ‘gamified assessment’, one that will help you make a fair and objective selection decision. In other words, you need to combine science and entertainment.
Seven tips for success 1. 2. 3. 4. 5. 6. 7. Why you should treat candidates as if they were customers. Jon Porter, July 06, 2016 I am starting my career in HR and I have recently been for two interviews with an NHS organisation. The experience has left me disappointed. Given the organisation was in special measures, I would ... Vanda AlexanderJuly 09, 2016 14:52 If you don’t ensure the recruitment experience is positive, even for the unsuccessful, the cost to your business could be significant For every successful candidate for a job there will be many more who are unsuccessful. If you don’t think it matters here’s an interesting statistic from Virgin Media. In marketing it has long been recognised that unhappy customers tend to spread their unhappiness around.
But how can you balance the process against the costs? In many cases it isn’t going to be possible to give individual feedback to every candidate, but how about providing some encouragement? Here’s one really major suggestion – give them money as a ‘thank you’ for their time and effort. Digital Work force and the Future. Does the rise of AI mean the death of the recruiter? The games recruiters play - Kottayam. Skills Matter. The productivity inclusiveness nexus. Policy Horizons Canada - The Changing Nature of Work. Technological change makes social and cognitive skills key to future workforce. Are we only apparently mismatched? Reasons and consequences of apparent qualification mismatch – Skills and Work.
The great untapped candidate pool is there for the picking. Why Recruiting for Specific Skills Often Backfires - The Experts. How and Why do Interviewers Try to Make an Impression on Applicants? References and social media in the assessment stage of the recruitment process. How to build a strong employee referral culture. Carrière : les us et coutumes d'un cabinet d'Executive Search. Best practices and emerging trends in recruitment and selection %202169 026X 1000173. Organizational Management in New Zealand's Public Service. Understanding Korean Public Administration: Lessons Learned from Practice. New Zealand civil service looking to introduce name-blind recruitment. About Workforce Recruitment Program (WRP) AN ANALYSIS ON RELATIONSHIP BETWEEN EXPECTED EMPLOYER BRAND ATTRACTIVENESS, ORGANIZATIONAL IDENTIFICATION AND INTENTION TO APPLY | Ergun | Journal of Management Marketing and Logistics.
Employer Reviews in the Age of Web 2.0. Leveraging Employer Branding for Organizational Success. The Routledge Companion to Contemporary Brand Management. How to Provide a Great Internship Experience | iCIMS.