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10 Tips for Recruiting the Best Talent

Last updated: 08-30-2019

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10 Tips for Recruiting the Best Talent

Ideally, individuals have both hard and soft skills. Hard skills, often gained through formal training, are more discernible and measurable. But the softer skills acquired from experience often have a longer-term impact on results. Being technically proficient as a software engineer on a specific project is valuable, but knowing how to continue to excel as an engineer through countless interpersonal challenges, organizational upheavals, and broad market changes is essential. These “soft” skills are often more difficult to define, master, and deliver.\r\n In HR, the adage is often, “Hire for cultural fit (soft skills); train for technical expertise (hard skills).” Helping employees define and upgrade their soft skills often increases their career opp0rtunities.   \r\n What are the “soft” skills?\r\n Several groups have identified soft skills required for the future workforce (e.g. World Economic Forum, Singularity, Drucker Forum). These skills can be loosely clustered into four categories: 1) goal setting\/delivery, 2) relationships, 3) information management\/communication, and 4) adaptability\/ agility. These categories are consistent with our recent work on leadership effectiveness described in the leadership code 2.0.\r\n That work also uncovered the importance to leadership effectiveness of navigating paradox. Probing the paradoxes inherent in each of these four categories, we can expand our understanding of the soft skills that help employees adapt to the changing nature of work (see Figure).  \r\n \r\n When employees become proficient at the paradoxical skills related to these four categories, they create personal career opportunities for today and tomorrow. When business and HR leaders identify, measure, and support these paradoxical skills, they increase customer and investor confidence in sustainable organizational success.\r\n How to develop the softer skills\r\n Often technical, hard, skills come from formal training that builds on personal interests and talents. The softer, paradoxical skills above are often acquired through experiences that can seem far removed from the actual work outputs of the business. These experiences may include living and working outside of one’s comfort zone, taking on stretch roles, facing setbacks with resilience, taking on unrelated assignments or projects, or volunteering outside of work.  \r\n For example, for three years we supervised a mission for our church in Montreal, Quebec in Canada. We worked with over 500, 19-to-24-year-old women and men doing church outreach and community service for 18 to 24 months. We saw the majority of them learn skills in the four domains of goal setting, relationships, communication, and adaptability that exceeded what others their age might learn in more traditional work settings. We have watched many of them adapt these skills to excel in their future education, family, and work settings.\r\n \r\n SEE ALSO:  Four Characteristics of High Performing Teams\r\n\r\n Employers who pay attention to the soft skills in recruiting enhance the long term skill base of their workforce. Early-stage career employees benefit from experiences that help develop these skills, especially when training and one-on-one conversations help them identify and nurture these subtle skills. Taking the chart above or one like it as a roadmap, maturing employees can self-assess, practice, and mentor others in these skills. \r\n So, how well do you define, develop, and demonstrate these emerging skills for yourself and your organization?\r\n\r\n\r\n Image courtesy:  Pexels","featured":"1","show_title_text":"1","featured_image":"https:\/\/plsadaptive.s3.amazonaws.com\/eco\/images\/channel_content\/images\/leadership_soft_skills_required_for_business_and_personal_success_illuminated-lights-notebook.jpg","featured_image_alt":"Leadership Soft Skills Required for Business and Personal Success_illuminated-lights-notebook","featured_image_title":null,"feature_description":"What skills are required to succeed in the new world of work? Dave and Wendy Ulrich tackle the question and provide answers on how to obtain both business and personal success as a result.","mac_code":null,"external_url":null,"newsletter_new_upcoming":"1","newsletter_you_missed":null,"newsletter_description":null,"newsletter_title":null,"landing_page_description":null,"published_date":"2019-08-20 00:00:00","shared_content":false,"google_news":true,"native_advertising":0,"video_title":null,"video_above_text":null,"video_below_text":null,"video_show_transcription":"0","video_transcription":null,"image":"https:\/\/plsadaptive.s3.amazonaws.com\/eco\/images\/channel_content\/images\/leadership_soft_skills_required_for_business_and_personal_success_illuminated-lights-notebook.jpg","image_alt":"Leadership Soft Skills Required for Business and Personal Success_illuminated-lights-notebook","image_title":null,"newsletter_img":null,"visibility":1,"display_on_mobile":1,"oracle_id":null,"on24_event_id":null,"sky_event_code":null,"list_code":null,"restriction":0,"redirect_url":null,"opt_in":0,"content_above":null,"content_below":null,"channel_id":"5aea30037339ff17a40137f6","primary_category_id":"5afd9bbc7339ff215c046c67","sponsor_id":null,"inline_ad_id":"0","contributor_id":"5b04a70c43dfd0385d393c47","kickback_email_id":null,"external_form_id":null,"content_category_ids":["","5afd9bbc7339ff215c046c67"],"content_type_id":"5ad7dd7e7339ff23cc022d7e","channel_column_id":null,"channel_podshow_id":null,"podcast_file":null,"podcast_mp3_title":null,"content_hub_id":null,"published":1,"slug":"leadership-soft-skills-required-for-business-and-personal-success","created_by_user_id":"5a9723be6bd9b811981a2b62","updated_at":"2019-08-20 00:00:03","created_at":"2019-07-31 20:57:25","related":[],"secondary_contributor_ids":[""],"updated_by_user_id":"5a9723be6bd9b811981a2b62","registration_disable_pre_pop":0,"show_extra_button":false,"content_restricted":"\r\n\r\nWe often get asked, “What skills are required to succeed in the new world of work?” \r\nBusiness leaders want employees with the skills to deliver results. HR leaders work to hire, train, and pay for the right skills. And perhaps most importantly, employees at all levels wonder what they should learn, know, and do to improve their personal career opportunities. \r\nWhy “soft” skills matter more\r\nOver the years, we have worked with organizations to attain bo...","content_type_name":"Article","full_url":"\/learning\/articles\/leadership-soft-skills-required-for-business-and-personal-success","contributor":{"_id":"5b04a70c43dfd0385d393c47","old_id":"56bdb269a42c668945103302","prefix":null,"first_name":"Dave and Wendy","last_name":"Ulrich","suffix":null,"email":null,"phone":null,"job_title":"","company":"RBL Group","summary":null,"bio":"","image":"https:\/\/plsadaptive.s3.amazonaws.com\/gmedia\/jpg\/_i_d557f21d22f5399c7a4d154f4dfa0eff_Dave_Wendy_Ulrich.jpg","company_image":null,"event_speaker":0,"meet_the_team":0,"advisor":0,"top_influencer":0,"channel_id":"5aea30037339ff17a40137f6","slug":"dave-and-wendy-ulrich","updated_at":"2018-05-22 23:26:04","created_at":"2018-05-22 23:26:04","approved":true,"active":true},"content_type":{"_id":"5ad7dd7e7339ff23cc022d7e","name":"Article","active":1,"updated_at":"2018-04-19 00:06:22","created_at":"2018-04-19 00:06:22"},"secondary_contributors":[],"primary_category":{"_id":"5afd9bbc7339ff215c046c67","old_id":4106,"name":"Learning","description":"Find out how HR professionals are creating learning programs focused on developing talent on a large scale. 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Blockchain may or may not be that tool.","body":" Every HR professional tasked with finding the best talent for their companies is looking for tools to aid them in the charge.  Some are turning to AI.  Others are employing a change in their benefits strategy that makes the company more attractive to job candidates.  Of course, those are just some of the more popular ones.\r\n Then there are those options that are more “pie in the sky” concepts, at least that’s what they seem to be at the moment.  Among them:  blockchain.\r\n More than likely the word blockchain conjures up thoughts of cryptocurrencies such as BitCoin.  While that would be an appropriate thought, blockchain technology represents more to the HR professional than a way to track monetary changes online.  It represents a new tool in their recruiting arsenal.\r\n Blockchain in Recruitment\r\n For recruiters, reading and looking through resumes is a long and arduous task. It involves a fair amount of verifying education, certifications, work experience, and applicant skills. Imagine now if those same resumes were in a blockchain.\r\n Once information is entered in to a blockchain, it cannot be edited. Users can only add information, and even then it must be approved by those with access to the chain.\r\n When put in context of recruitment, the path is clear. Once a person creates a blockchain resume, it cannot be altered. This gives recruiters a chance to verify a candidate’s credentials in a secure way. It also reduces the chances those credentials can be altered or faked. Put simply, it impairs the ability of a person to exaggerate or flat out lie on their resumes.\r\n \r\n INFOGRAPHIC:  Blockchain in HR – 3 Disruptions\r\n\r\n It also allows for real candidate history to be recorded.\r\n “It would force people to rethink not giving notice, starting a job, but then they leave after a few days, all kinds of crazy things we see candidates do but it never ‘hits’ their permanent record,” Tim Sackett said. He’s the President of HRU Technical Resources, a leading IT and Engineering Staffing firm headquartered in Lansing, Michigan. “What if your blockchain profile would show the times you accepted an interview, then no call\/no showed it!? Oh boy! I would sign up for that!”\r\n At least two companies are looking at using blockchain in the recruiting space. Recruit Technologies and Ascribe are developing a prototype blockchain resume authentication service for job hunters. It would allow for digital verification of certificates and resumes.\r\n Blockchain Reality Sets In\r\n According to McKinsey & Company, “The potential for blockchain to become a new open-standard protocol for trusted records, identity, and transactions cannot be simply dismissed.”\r\n But there are some concerns.  Verifying a person’s education is one thing.  Looking at employment history and the details involved there is something completely different.\r\n LinkedIn John Jersin suggests thinking about the average resume for a moment.  If the potential employer wanted to see were the last five places a candidate worked, the resume would be quite short.  But most recruiters want to see the candidate’s story.  What did they do while they were employed in a particular job?  What successes did they have?  There is so much to convey.  While that information can be shared in a blockchain, it is very hard to change.\r\n Additionally, how many employers want employees sharing information about a position that may be considered “proprietary” if you will?  It could conceivably lead to the company’s top talent being poached by competitors.  And even if that information is made public, how would it be verified?  It would be difficult to prove whether or not the information being provided is accurate or truthful.\r\n There are also legality concerns.\r\n Today’s blockchain technology does not “play well” with the General Data Protection Regulation (GDPR) in the European Union.  GDPR sets forth rules that state a person must be able to change or delete any personal information at anytime.  That goes against blockchain’s most fundamental benefit.  It is practically impossible to change or delete information once it has been entered into a blockchain.\r\n \r\n RELATED:  5 Blockchain Myths Exposed\r\n\r\n That’s not the only legal blow to the technology.  Just like GDPR, the United States has its own rules outlined in the Fair Credit Report Act. It specifically details the rights a person has when being considered for employment.  Again, if a person is unable to alter the information in the chain, they could be very easily misrepresented and that could broach legality concerns.\r\n In summation\r\n Don’t expect blockchain to a big player in the recruiting field anytime soon.  The technology is still limited by a lack of regulation.  It also lacks sufficient standardization.  Until that happens, it’s going to be very difficult to apply the technology to recruitment.  Again, it just needs some refinement.\r\n With all of that said, blockchain does have its uses from an HR perspective.\r\n HR deals heavily in personnel and financial data. As such, this makes HR departments a prime target for hackers and other cyber criminals.  Because of blockchain’s attributes, it severely cripples cyber criminals’ abilities to hack and cause mayhem with this type of personal data.\r\n So, don’t count on blockchain now, but don’t count it out in the future.\r\n  \r\n Image courtesy:  Stock Photo Secrets","featured":"1","show_title_text":"1","featured_image":"https:\/\/plsadaptive.s3.amazonaws.com\/eco\/images\/channel_content\/images\/v2_blockchain.gif","featured_image_alt":"Blockchain Realities in Recruitment_Blockchain digital illuminated shape with code","featured_image_title":null,"feature_description":"Every HR professional tasked with finding the best talent for their companies is looking for tools to aid them in the charge. 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Mason left the news industry after working 11 years as a journalist. He joined the HR Exchange Network in September of 2017. During his tenure as a journalist, Mason worked at radio and television stations in Kentucky, Tennessee, and Florida most notably WBKO in Bowling Green, Kentucky, NewsChannel 5 in Nashville, and News 13 in Orlando. He has worked with elected officials at all levels of government, produced political debates, traveled to Cuba, and produced half hour specials and town hall meetings on a variety of topics. Mason graduated from Western Kentucky University in 2006 where he earned a Bachelors Degree, double majoring in Political Science and Broadcasting.","image":"https:\/\/plsadaptive.s3.amazonaws.com\/gmedia\/59ce87a5e65904e709871a620b_d01522094360.jpg","company_image":null,"event_speaker":0,"meet_the_team":0,"advisor":0,"top_influencer":0,"channel_id":"5aea30037339ff17a40137f6","slug":"mason-stevenson","updated_at":"2018-05-30 20:26:14","created_at":"2018-05-22 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Must-Read Books on Employee Experience","name":"The Must-Read Books on Employee Experience","sub_title":null,"summary":"Often the secrets of EX success feature in countless books detailing the ways companies and managers have nailed EX. These books all serve as inspiration for any manager.","body":" What are the secrets of brands that deliver amazing employee experience (EX).\r\n Through social networks we are inundated with posts and images about companies that are delighting their employees - from pre-hire right through to their departure. Then there’s updates celebrating managers having a positive impact on their team, which inspire employees to go above and beyond to deliver breakthrough results.\r\n Imagine if you could discover and apply the same EX strategies within your organisation?\r\n The reality is, in most cases you can. Often the secrets of EX success feature in countless books detailing the ways companies and managers have nailed EX. These books all serve as inspiration for any manager.\r\n \r\n RELATED:  Understand the moments that matter most to your employees with Qualtrics\r\n\r\n At Qualtrics our team of EX experts got together to create a shortlist of the current EX must-reads. We’ve detailed a selection of these below to guide you in your selection. Be sure to check out the full list here, which will equip you with the learnings and examples you need to accelerate your EX journey.\r\n EX Must-Read Books\r\n Dream Teams: Working Together Without Falling Apart \r\n By Shane Snow\r\n What makes great teams great? Why do some groups hit it off while others hit a wall? What is the alchemy of productive partnerships — and what factors lead to failure? You’ll explore these questions and more in Shane Snow’s trailblazing report on the surprising reasons collaboration is sometimes messy, sometimes magical.\r\n \r\n It Doesn’t Have to Be Crazy at Work \r\n By Jason Fried and David Heinemeier Hansson\r\n Is it possible to have major success without major stress? Jason Fried and David Heinemeier Hansson have been (calmly) asserting so for years, and this book builds on their crusade against chaotic corporate culture. Banish the burnout in your organisation with this proven guide.\r\n \r\n Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity \r\n By Kim Scott\r\n Often, managers act as their manager-selves, instead of just themselves. They step into a boss identity, and leave their humanity behind. Kim Scott insists good bosses simultaneously employ both criticism and caring — both professional leadership and personal empathy — and shows us how to use both to be and develop great managers.\r\n Be sure to watch this webinar with Kim Scott to hear from the author herself about how you can create a culture of feedback, help the people on your team achieve their fullest potential, and drive results collaboratively.\r\n \r\n  \r\n  \r\n \r\n  \r\n ABOUT QUALTRICS\r\n Qualtrics is the technology platform that organisations use to collect, manage, and act on experience data, also called X-data™. The Qualtrics XM Platform™ is a system of action, used by teams, departments, and entire organisations to manage the four core experiences of business—customer, product, employee and brand—on one platform. Over 10,000 enterprises worldwide, including more than 75 percent of the Fortune 100 and 99 of the top 100 U.S. business schools, rely on Qualtrics to consistently build products that people love, create more loyal customers, develop a phenomenal employee culture, and build iconic brands.\r\n To learn more and for a free account, visit:\r\n Qualtrics Australia  \/\/  Qualtrics Singapore  \/\/  Qualtrics Japan","featured":"1","show_title_text":"1","featured_image":"https:\/\/plsadaptive.s3.amazonaws.com\/eco\/images\/channel_content\/images\/the_must-read_books_on_employee_experience_black-and-white-book-stack-books.jpg","featured_image_alt":"The must-read books on employee experience_black-and-white-book-stack-books","featured_image_title":null,"feature_description":"Often the secrets of EX success feature in countless books detailing the ways companies and managers have nailed EX. 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Then there’s updates celebrating managers having a positive impact on their team, which inspire employees to go above and beyond to deliver breakthrough results.\r\nImagine if you could discover and apply the same EX strategies within your organisation...","content_type_name":"Article","full_url":"\/employee-engagement\/articles\/the-must-read-books-on-employee-experience","contributor":{"_id":"5b04a70e43dfd0385d393dc0","old_id":"5ac7d4a9c5c8f9be3fa623a1","prefix":null,"first_name":"Steve","last_name":"Bennetts","suffix":null,"email":"steve.bennetts@qualtrics.com","phone":null,"job_title":"Senior Principal Consultant, Employee Experience","company":"Qualtrics","summary":null,"bio":" Steve Bennetts specialises in employee experience (EX) and human-centred technologies. Steve is the Head of EX Strategy and Solutions for Qualtrics, he helps guide Qualtrics customers to optimise the employee experience at every point in the employee lifecycle. Prior to joining Qualtrics, Steve was the GM of Innovation and Client Services at Chandler Macleod and prior to that worked as a principal consultant at Sentis. With over 15 years of experience, he has successfully lead teams of psychologists and professionals within the private and public sector, focusing on positive client experience and excellence in service delivery. Steve is a passionate psychologist utilising the crossover space between creativity, psychology, and digital technologies to create a positive experience on our planet. \r\n Connect with Steve on Linkedin","image":"https:\/\/plsadaptive.s3.amazonaws.com\/gmedia\/_CJmp9steve-bennetts.jpg","company_image":null,"event_speaker":0,"meet_the_team":0,"advisor":0,"top_influencer":0,"channel_id":"5aea30037339ff17a40137f6","slug":"steve-bennetts","updated_at":"2019-04-12 14:22:18","created_at":"2018-05-22 23:26:06","approved":true,"active":true,"secondary_post_ids":["5c0184ffd1d92e4cad43c29d"],"advisory_board_id":null,"country_id":null,"state_id":null,"updated_by_user_id":"5a9723be6bd9b811981a2b62","user_id":"5c068b0ae38991059d6d0578"},"content_type":{"_id":"5ad7dd7e7339ff23cc022d7e","name":"Article","active":1,"updated_at":"2018-04-19 00:06:22","created_at":"2018-04-19 00:06:22"},"secondary_contributors":[],"primary_category":{"_id":"5afd9bbc7339ff215c046c59","old_id":4107,"name":"Employee Engagement & Experience","description":"Employee Engagement is the emotional commitment the employee has to the organization and its goals. 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