Startup recruiting - hire for attitude, train for skillsPrescreen.io
Start your recruiting NOW! These slides show you the best strategies for hiring as a startup. Make your recruiting excellent by using our experience and tips.
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Hire for Attitude -Train for High Performance!Barbara Ashton
People who don't fly right, ie., fit your culture and values, fail to adapt, don't (or won't) learn, and therefore can't form the kind of positive relationships that build morale, productivity and culture.
This presentation is stocked with practical, workable tools and handouts to help you hire more of those dream "HiPo" employees.
Startup recruiting - hire for attitude, train for skillsPrescreen.io
Start your recruiting NOW! These slides show you the best strategies for hiring as a startup. Make your recruiting excellent by using our experience and tips.
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Hire for Attitude -Train for High Performance!Barbara Ashton
People who don't fly right, ie., fit your culture and values, fail to adapt, don't (or won't) learn, and therefore can't form the kind of positive relationships that build morale, productivity and culture.
This presentation is stocked with practical, workable tools and handouts to help you hire more of those dream "HiPo" employees.
Entrepreneurial leadership thoery supported in business accelerator programsGreg Price
Entrepreneurial Leadership Theory. Can entrepreneurs learn to not fail so much? Possibly. Business Accelerator programs support entrepreneurial businesses taking them to the next level of business success.
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
First Impressions open doors!! Do you look and act like a winner? Are you prepared to compete and get noticed? The first step to success is making sure your resume, words, and image reflect your true value. You will have an edge if you understand what employers are looking for in potential candidates. In this seminar, human resource professionals will help you build a resume, polish your image, and say the right things. Get ready to take action and win!
At the end of this seminar, participants will be able to:
a. Build or upgrade a winning resume.
b. List dos and don’ts of interviewing.
c. Use Critical Networking techniques.
d. Identify specific questions to ask potential employers.
An ideal culture is not about copying the Google's and Zappo's of the world. There are meaningful pieces that help to create a place of work that encourages performance and growth. In this slideshare we discuss what makes an ideal culture and how you can get there.
Women in the tech industry face unique challenges when it comes to work culture, career advancement and salary negotiation. PayScale gave this presentation to a group of women working in tech in partnership with Seattle Girl Geek Dinners.
There are so many career opportunities in tech! How do you know when it's time to look for a new job? What should you be asking during a job search? This talk lays out a tech recruiter's inside secrets for making your next job search a success.
In this session I talk about some of the key areas of retention and how they are influenced by the organization, the employee's manager, and other factors. This could also be called 50 tips for employee retention due to the wide variety of topics discussed...
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session one focuses on recruiting and selection: https://www.slideshare.net/beneubanks/recruiting-and-selection-essentials
Hr-hub.ch se propose comme l’intermédiaire de confiance dans vos choix stratégiques et comme le passage nécessaire de toute société de services souhaitant faire reconnaître son travail.
Situé à Gland, à mi-chemin entre Genève et Lausanne, Hr-hub.ch étends ses services sur l’ensemble de la Suisse Romande et à l’international pour les PME et les entreprises multinationales qui y sont actives.
Plus qu’un simple courtier de services RH, Hr-hub.ch a le désir rendre justice aux professionnels qui travaillent sur leur qualité, malgré la tension que cela engendre sur leurs marges.
Hr-hub.ch désire conseiller honnêtement les entreprises sur les produits qui leur sont les plus appropriés et pas ceux pour lesquelles les entreprises effectuent le meilleur marketing, ou engagera le meilleur vendeur.
Des qualités telles que le discernement couplé à l’expérience permet à Hr-hub.ch d’être le couteau suisse des ressources humaines.
Nous nous enrichissons tant de la relation avec nos clients que de la collaboration étroite et transparente avec nos prestataires.
Nous mettons gratuitement au service des entreprises, des candidats et des sociétés de recrutement, un réseau sélectionné de prestataires.
Sur la majorité de nos activités, nous nous rémunérons sur des commissions sur les prestations finales délivrées par les sociétés prestataires.
Nous ne facturons au client final que des analyses détaillées, des rédactions de cahiers des charges et des recommandations de prestataires, voir des soumissions de devis, sur sa demande explicite.
Hr-hub.ch a été fondé par Guillaume Anthoine en mai 2014 à l’issu d’expériences passionnantes.
Entrepreneurial leadership thoery supported in business accelerator programsGreg Price
Entrepreneurial Leadership Theory. Can entrepreneurs learn to not fail so much? Possibly. Business Accelerator programs support entrepreneurial businesses taking them to the next level of business success.
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
First Impressions open doors!! Do you look and act like a winner? Are you prepared to compete and get noticed? The first step to success is making sure your resume, words, and image reflect your true value. You will have an edge if you understand what employers are looking for in potential candidates. In this seminar, human resource professionals will help you build a resume, polish your image, and say the right things. Get ready to take action and win!
At the end of this seminar, participants will be able to:
a. Build or upgrade a winning resume.
b. List dos and don’ts of interviewing.
c. Use Critical Networking techniques.
d. Identify specific questions to ask potential employers.
An ideal culture is not about copying the Google's and Zappo's of the world. There are meaningful pieces that help to create a place of work that encourages performance and growth. In this slideshare we discuss what makes an ideal culture and how you can get there.
Women in the tech industry face unique challenges when it comes to work culture, career advancement and salary negotiation. PayScale gave this presentation to a group of women working in tech in partnership with Seattle Girl Geek Dinners.
There are so many career opportunities in tech! How do you know when it's time to look for a new job? What should you be asking during a job search? This talk lays out a tech recruiter's inside secrets for making your next job search a success.
In this session I talk about some of the key areas of retention and how they are influenced by the organization, the employee's manager, and other factors. This could also be called 50 tips for employee retention due to the wide variety of topics discussed...
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session one focuses on recruiting and selection: https://www.slideshare.net/beneubanks/recruiting-and-selection-essentials
Hr-hub.ch se propose comme l’intermédiaire de confiance dans vos choix stratégiques et comme le passage nécessaire de toute société de services souhaitant faire reconnaître son travail.
Situé à Gland, à mi-chemin entre Genève et Lausanne, Hr-hub.ch étends ses services sur l’ensemble de la Suisse Romande et à l’international pour les PME et les entreprises multinationales qui y sont actives.
Plus qu’un simple courtier de services RH, Hr-hub.ch a le désir rendre justice aux professionnels qui travaillent sur leur qualité, malgré la tension que cela engendre sur leurs marges.
Hr-hub.ch désire conseiller honnêtement les entreprises sur les produits qui leur sont les plus appropriés et pas ceux pour lesquelles les entreprises effectuent le meilleur marketing, ou engagera le meilleur vendeur.
Des qualités telles que le discernement couplé à l’expérience permet à Hr-hub.ch d’être le couteau suisse des ressources humaines.
Nous nous enrichissons tant de la relation avec nos clients que de la collaboration étroite et transparente avec nos prestataires.
Nous mettons gratuitement au service des entreprises, des candidats et des sociétés de recrutement, un réseau sélectionné de prestataires.
Sur la majorité de nos activités, nous nous rémunérons sur des commissions sur les prestations finales délivrées par les sociétés prestataires.
Nous ne facturons au client final que des analyses détaillées, des rédactions de cahiers des charges et des recommandations de prestataires, voir des soumissions de devis, sur sa demande explicite.
Hr-hub.ch a été fondé par Guillaume Anthoine en mai 2014 à l’issu d’expériences passionnantes.
“Recruiting is much more complex than it used to be. You can’t just post an ad on a site like Monster and wait for candidates to come.
You really need to do your homework and think of recruiting as a marketing campaign – who is my target market, and how can I reach them.” - SHRM
With Monster Talent CRM, you can launch an email
campaign with custom messages to job seekers. To power
up your marketing, you can search and correspond with
top talent from Monster’s expansive talent database.
Qu'est qu'une Data Driven Company à l'heure de la digitalisation ?OCTO Technology Suisse
Session jouée à l'Afterwork OCTO de Genève le 20 mai 2015.
Digitalisation, Big Data, data-driven company : trois buzz words omniprésents dans les stratégies informatiques aujourd'hui, et qui semblent intimement liés. Alors, qu'est qu'une "data driven company" ? Est-ce une entreprise poussant à l'extrême l'utilisation de Big Data afin de se digitaliser ?
Pas seulement... une "data driven company" est une entreprise qui cherche continuellement à améliorer l’ensemble des processus de l’entreprise par l’utilisation qualitative et quantitative de données, tout le temps, partout et sur tout.
Ce sujet nous touche dans notre quotidien, que ce soit au niveau technologique, des processus, de l'organisation, et surtout de la culture, et a des conséquences qui transforment tous les métiers.
Cette session reviendra sur les éléments structurants qui distinguent une data driven company et détaillera en quoi cette culture peut être un accélérateur de votre stratégie de transformation digitale.
28 services e-recrutement innovants !
Quelles solutions sont les vraies innovations de rupture en recrutement ?
Quelles nouvelles fonctionnalités faut-il ajouter aux cahiers des charges ?
Voici une liste de services e-recrutement qui pourraient répondre à vos nouveaux besoins et mêmes à ceux insoupçonnés !
28 applications web sélectionnées selon 6 grands axes d'innovation :
- Candidates Relationship Management (CRM) pour l'intégration et l'automation
- Sourcing et recherche sociale des candidats
- Brandification
- Mobile et Cloud RH
- Évaluation des talents et habiletés (Gamification)
- Données prédictives (Analytics, Smart Data, Big Data ou Data Recrutement, Algorithmic Assessement)
Right Sourcing: The Role of HR in Creating Shareholder ValueSven Ringling
A brief overview of the 6 elements of right-sourcing readiness (considering not only cost, but culture, business strategy, etc.), how they link to shareholder value and what HR can do to make an organisation right-sourcing ready.
Includes case studies.
Self-braking cars, machine learning on mobile devices, biometrics on your smartphone, and indoor navigation accurate up to a few metres are some of the innovations and disruptive changes set to transform the world in 2017 and beyond.
Deloitte’s annual Technology, Media and Telecommunications (TMT) Predictions report identifies the key market developments and trends expected to impact the market over the next 12-18 months.
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Top Employee Engagement Trends for 2014BI WORLDWIDE
Start the new year off right by making employee engagement a priority in your organization. Engaged employees have 18% higher productivity and 60% higher quality work than under-engaged employees (Insync Surveys). Follow these top trends for 2014 to motivate, inspire and celebrate your employees in ways that lead to extraordinary effort and positive financial results.
1. Manager Engagement
Middle managers hold the key to employee engagement. As the conduit between employees and senior management, middle managers have the power to create an environment that fosters employee engagement.
2. Recognition Ambassadors
Riding shot-gun for middle managers, recognition
ambassadors are employees who see the value of recognition and are willing to champion it among their peers. Ambassadors are most valuable in manufacturing facilities, plants or at locations where a large number of employees work.
3. Social Recognition
Many, many employees are socially connected in all aspects
of their lives and crave the opportunity to share not only what’s going on in their personal lives, but also in their professional endeavors.
4. Mobile Recognition
It’s important to have accessibility to recognition technology regardless of where you work. Seamless integration on all devices and operating systems is a key element
for success.
5. Manager Training
See number 1! As the masters of engagement, it only makes sense to invest in recognition training for middle managers to truly achieve a culture of recognition within any organization.
6. New Rules of Engagement
Four generations populate the workforce, each with their
own likes, dislikes, values, attitudes and receptivity to engagement. Savvy companies know how to make good recognition programs flexible to captivate every age group.
7.Award Selection
The only way to please everyone all the time is to offer a diverse, eclectic and encompassing array of awards including merchandise, travel, entertainment and experiences.
8. Global Recognition
Few companies operate only in the United States anymore. Workforces are scattered around the world, each with their own idea of what constitutes appropriate and engaging recognition. Adept organizations know how to incorporate cultural influences to maximize employee engagement.
9. Measurement & Accountability
The old saying of “what gets measured gets done” still rings true in the second decade of the 21st century. Great enterprises have the data to back up their successes.
10. Expansion & Consolidation
Keeping it simple, straightforward and well-balanced is critical. Include a variety of engagement initiatives from recognition to rewards to anniversaries to safety and wellness – everything an organization needs to focus on to achieve high levels of employee engagement.
http://www.biworldwide.com/en/white-papers/employee-engagement/2014-trends-in-employee-engagement
http://www.biworldwide.com/en/
Susan Joy Schleef of Presentations With Results, Inc. explains 3 reasons why most presentations fail to achieve the intended results, including neuromarketing principles to make your presentations more successful. Please add a comment and share this presentation with friends. Thank you!
Mae Hong Son (The City of Three Mists) is nestled in a deep valley hemmed in by high mountain ranges, Mae Hong Son has long been isolated from the outside world
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
Neurologists have proven that our thinking, perception and actions are shaped by activity in our brain that occurs outside of conscious awareness or control, this results in unintentional influences that may not align with our values, or the values of your company. We call these unintentional influences "unconscious bias" and they are neither good nor bad. In this interactive workshop, participants will have an experience of how our unconscious mind works, discuss how unconscious patterns impact groups particularly around decision making at work, and put in place strategies and actions that can be taken by each of us to balance conscious intent with unconscious beliefs to build a more inclusive environment.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Many companies focus heavily on research for how you build a successful, happy team. This needs to be considered very early on in the recruitment process. You might be considering all your current needs but have you thought about all possible future needs? There are many factors that contribute to a successful team, from cognitive bias and more. In this session Xeneta's Chief Product Officer, Erik Devetak will discuss how you can build trust, and achieve true atonomy.
#Diversity Management, Definition Of Diversity, Types of Diversity, Benefit of Diversity , Challenges of Diversity.
The Definition of Diversity and Diversity management, Prejudice and its step and expression, what diversity look like in organization like WKU
Minimizing the challenge, and best practice of Diversity management,
Is Diversity management is important in campus, and its benefit for student, and How it can be structured.
The four types of Diversity, Internal Diversity, External Diversity, Organizational Diversity, world wide diversity
On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
Diversity & Inclusion Fatigue: Have we reached a brick wall?TALiNT Partners
Shereen Daniels, Head of HR, Caffè Nero
- Shifting the focus from inclusion being something to be “achieved” and instead make it “the way”
- The overlap of inclusion and belonging (it’s a good thing!)
-How we can get to a place where our people are connected, energised and resilient.
Jeffrey Foster, Seattle Wunderman Network
Ben Sadler, Seattle Wunderman Network
The 95%: What People Outside the U.S. Think About — Well, Everything
In this session with two of Seattle Wunderman Networks global strategy leads, you’ll hear an overview of the six dimensions of culture developed by Geert Hofstede, Dutch Professor of Organizational Anthropology, and why they are important to the world of interactive. You’ll come away with ways to start using the dimensions of culture in your communication strategies and interactive-product development, and you’ll learn about methods to step back from a US-centric view of the world in order to help land your messaging, product, or other interactive work in non-US cultures.
Managing Demographic and Cultural Diversity.pdfSeta Wicaksana
A report released by global professional services company, Accenture – on the perception of equality held by leaders and employees – found that a significant gap exists between the way leaders and employees view progress towards equality in their respective organisations.
The findings are based on a global survey of more than 30,000 professionals in 28 countries including Indonesia. It includes a survey of more than 1,700 senior executives; and a model that combines employee survey results with published labour force data.
The organisations that were assessed in Indonesia found that 88 percent of women and 86 percent of men in Indonesia’s workforce today care more about workplace culture and believe it is critical in helping them thrive in the workplace. A majority of leaders (86 percent) believe an inclusive workplace culture is vital to the success of their businesses.
Similar to 2012 Talent Management Conference - From Color to Cultural Inclusion (20)
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
Whether due to the buying power of minority groups, the ideas generated by diverse mindsets, or growth in the minority labor pool, many of the most successful organizations have the most inclusive employee base. However, the big questions still remain on how to create a culture of inclusion, where to find diverse talent and how to engage and recruit diverse talent. We will look at four building blocks for developing a company-wide inclusion program that begins with creating the right environment for success and challenges much of our traditional thinking in how to find and engage diverse candidates.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
4. Reason #1:
Inclusion Directly Influences
Increased Revenues/Profits
Asians, African Americans and Hispanics represent
nearly $1.4 trillion annually in consumer spending
(13.8% of nation’s total buying power)
One general advertisement, product, or service geared
for all consumers will miss many potential consumers
Companies gain extensive insight from its diverse
workforce to understand cultural effects of buying
decisions in the marketplace
Companies with a diverse workforce have shown
reduced costs associated with turnover, absenteeism
and low productivity
6. Reason #2:
A Diverse
Workforce Can
Improve
Problem Solving
Diverse work teams have a
broader base of experience
to draw from when problem
solving
The presence of minority views
creates a higher level
of critical analysis
Study proved that properly
managed diverse teams
produced scores that were 6
times higher than non-
diverse teams
Diverse work teams have been
found to increase
creativity and innovation that
generates revenues
7. Reason #3:
The Labor Pool is Becoming More Diverse
Minorities are the fastest growing part of the labor force
• Hispanic labor force is projected to grow by 34% by 2014
• Asian labor force is projected to grow by 32% by 2014
• African American labor force is projected to grow by 17% by 2014
• White male labor force is projected to grow by 7% for 2014
• By 2014 white men will only be 43% of the labor force with woman
and minorities making up 57%
Workforce is becoming more global
• North America and Europe is only expected to produce 3% of the
world’s new labor over the next 10 years
• Asia is expected to produce more then 75% of world’s new labor
force over the next 10 years
9. Recruiting Initiatives
Fail Because…
• Not understanding the real business case for
diversity
• Lack of honest criticism of diversity programs –
doing the same thing everyone else is.
• Lack of complete buy-in from the entire
organization (especially middle management)
• Under representation – we show diversity in our
ads, isn’t that enough?
• Focus only on diversity not understanding
inclusion -Fear of focusing on our differences.
13. The world is filled with
absolutely unique people
We have a tendency to
think WE are the norm
Our tendency is to look
around and look at others
as weird
When we think something
is “right”, that’s the way
we think It should be.
Others are wrong
Reality
14. The Problem
• Each person is doing the same thing
• We are looking at them saying we are
normal and they are weird
• They are saying they are normal and we
are weird!
Why are business relationships
often so difficult?
15.
16.
17.
18.
19. Bottom Line:
•We don’t see each other, the
world, or ourselves objectively –
we see things subjectively.
•We don’t see others as they
are, we see them through the
lens of who we are (the lens of
subjectivity).
•We can look at the same
situation, act differently, and
both be right! (Ticket & Time)
23. Archetypes
• Tendency of a group to behave a certain way.
Stereotypes
• Belief that all members of a cultural group behave
according to the archetype for the group.
What is the impact on recruiting?
stereotype
24. Observations
What does real inclusion
look like?
Diversity is the mix, inclusion is making the mix work.
Relationship challenges stem from messed up thinking.
Strong relationships stem from right thinking.
Inclusion starts by calling out our differences, not
minimizing them.
•Diversity is not about different colors, its different
cultural lenses.
•Others are not supposed to think like you or act like –
they have different experiences unlike you!
•From pharmaceuticals to shoes
25. Observations
What does real inclusion
look like?
The three basic stages to cultural inclusion:
•Me – What do I believe? Why do I believe that?
•Them – What do others believe? Why do they believe
that? (Perspective)
•Us – Understand the gap. Is the difference personal or
cultural?
o Trust – Aggressive vs hiding
o Respect – Yes mam, yes sir
26. Common Differences:
•Sign for ‘OK’
o Japan – Now may we talk about money
o Southern France – It has no value
o Spain, EU – Indecent sexual sign
•You’ve put on weight!
o Africa – you look physically healthier or had a nice holiday
•Sign for ‘2’
o Greece – Go to hell!
27. Diversity – Moving From Color
To Cultural Inclusion
Presented By: Stephen Lowisz
2012 Talent Management Conference & Exposition