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7 Qualities of an Effective Personality Assessment

By Jacque Casoni

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Developing a Company Culture of Innovation

By Ricardo Roman of Caliper. Caliper is a human capital analytics company leveraging decades of data and validated assessment results to predict and select high-quality candidates and is a TMSA Affiliate member.

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5 Tips for Hiring and Managing "Twenty-Somethings"

 

Let’s get this out of the way first:  Millennials have been such a frequent topic in hiring discussions recently that managers are admitting to being positively fatigued by the word.  If you’re in that camp, it may come as good news that soon it won’t even be the right word when we’re talking about younger, less-experienced workers. Some Millennials have been in the workforce for well over ten years, and—are you ready for this—you’ll be receiving job applications from Generation Z pretty soon. You may even have one or two as interns!

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TMSA Conference Insights on Recruiting and Retention

During the 2018 TMSA Logistics Marketing & Sales Conference, attendees had their choice of 20 topics that involved peer-to-peer discussion on opportunities, challenges and best practices involving those topics. One topic was on Talent Recruiting and Retention. Rachel Hayden and Denise Crockett of Confidential Career Solutions facilitated discussions on this topic and shares a summary of what their peer group discussed:

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It's Time for HR to Embrace People Analytics

“Talent is now the most scarce and valuable commodity on earth, so companies who really understand how to attract, retain, and manage people will win.” - Josh Bersin, principal and founder of Bersin by Deloitte, Deloitte Consulting LLP. (1)

It is undeniable that the demand for talent across the business world has been picking up for the past few years, and the things employees value most have shifted as well, partly because of generational attitudes and partly because new technologies redefining the workspace.

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6 Tools for Teambuilding in a Global Economy

The importance of effective teamwork has never been more critical than it is now. Why? Simply put, businesses aren’t run the way they used to be. In the past, organizations had a clear top-to-bottom hierarchy, departments were self-contained, and neat borders existed between individual roles. Such a set-up may appeal to our sense of order, but, as we all know by now, silos aren’t particularly efficient or agile in today’s business environment.

Thanks to technological innovations in an ever more global economy, a new world of possibility has opened up regarding how we conceive, develop, and deliver products and services. And it takes a new kind of teamwork to pull it off successfully.

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4 Critical Elements of Succession Planning

You will be replaced.

Don’t feel bad; it happens to all of us. It’s the cycle of life in the business world. But whether you are taking on a new role or sailing into retirement, it’s important that the person following your footsteps is ready and able to tackle the challenge. Hopefully, that person is already on the payroll.

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Predictive Indicators of Leaders with High Potential

When it comes to identifying high-potential (hi-po) leaders, the 9-Box has become a familiar template, largely because of its highly publicized usage at GE. However, the template provides no guidance on how to define “high potential.” Many large organizations view high potential as the capacity to reach a certain executive level (such as Vice President) within a specific time frame (5 years, for example). But that approach is not meaningful in smaller companies with fewer management layers. Any size organization can have difficulty differentiating genuine hi-pos from people who are solid performers but have limited potential to succeed in much more complex roles.

As noted in a Harvard Business Review article (“How to Keep Your Top Talent”; May 2010), only about 30% of high-performing leaders have significant advancement potential. Put another way, 70% of high-performing leaders do not qualify as high potential! What this suggests is that a track record of high performance is a necessary, but not sufficient, factor in determining advancement potential.

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5 Ways Psychometrics Improve Hiring and Development

“Do psychometrics really work with regard to hiring and development?”

After all, people are the most valuable asset in an organization, so it makes sense to explore all avenues for hiring the best talent. In considering personality tests for that purpose, everyone is looking to gain a competitive advantage, but no one wants to waste money.

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How to Hire and Develop Effective Salespeople

Identify the success factors.

To hire effectively, you have to be absolutely clear about the kind of person you are looking for. You don’t just want a job description; you want a description of the person you are seeking.

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4 Ways to Ensure Employee Engagement

Employee engagement begins with leaders showing that they value their people and that they are willing to spend time and resources helping them capitalize on their strengths. However, studies show that only a small fraction of today’s leaders are creating an engaging environment for their people.

Engagement can be increased by creating appropriate development programs both for your leaders and your individual contributors. Start by determining what your organization needs and what goals you want to achieve. Then you’ll be ready to explore what kinds of plans and programs are available to address the specific issues, challenges, and objectives that are critical to achieving your ideal organizational state.

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