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  • Management by the Numbers

    Management has been more of an art than a science, but management is getting more scientific. People analytics helps eliminate biases in important areas such as recruitment, says Wharton's Cade Massey. Read the full story: http://knlg.net/1ev2WN9 It is common for companies to use the selection process to hire employees. They recruit by posting a job on their website. The manager looks at all the resumes received to determine the most qualified people, calls them for an interview, and then selects the best person for the job. Using people analytics, Dr. Massey explains that this process would change. "Instead of interviewing them, we would look at their characteristics from their application and ask: What is the relationship between these observables and long-term performance?" He goes on to explain why people analytics should be used. "But the idea is that we can improve, we can do better, we can be more accurate by adding some analysis to the intuition of the people who are making the decisions." What are some specific business examples discussed in this video? Besides the selection process, how might people analytics be used to evaluate performance of individuals and teams?
  • Unilever Use Social Media to Recruit Employees

    Paul Maxin, Global Resourcing Director for Unilever, an Anglo–Dutch multinational consumer goods company, is interviewed in the video above. Unilever uses social media for recruiting employees. Some of the sites are listed below, including Facebook, LinkedIn, YouTube, and Twitter. Unilever Global Careers website (unilever.com/careers) Unilever Facebook page (facebook.com/unilever ) Unilever Careers Facebook page (facebook.com/UnileverCareers) Careers at Unilever YouTube channel (/careersatunilever) LinkedIn Company page (linkedin.com/company/unilever) Unilever Jobs USA@UnileverJobsUSA What do you think about the Unilever approach to recruitment using social media?
  • Crystal King, Social Media Manager at Keurig

    BlogWell Boston Social Media Case Study: Green Mountain Coffee Roasters, presented by Crystal King from SocialMedia.org Keurig is the number one coffee maker. The company owns the Green Mountain Coffee brand, among others. Who are some of their partners? "Keurig is socially devoted to its fans." How does Keurig "show customers just how much they love them"? How does Keurig use social media? How does Keurig "listen" and "respond"? How does Keurig recruit and hire? What skills do work teams need? Do you have a Keurig?
  • What Small Businesses Look Like on LinkedIn

    LinkedIn , the social networking site for professionals, hosted 100 small business entrepreneurs in their Mountain View, CA. and New York, NY offices with the " goal of learning more about their unique business goals and challenges." The infographic below is a snapshot of what small business looks like on LinkedIn. Businesses are using LinkedIn to recruit and hire employees. Are you a member of LinkedIn? If not, why not? The group referenced in the infographic is Succeed: Small Business Network Powered by Staples. Being a member of an industry group can help you distinguish yourself as an expert in your field. If you are a member of LinkedIn, have you joined groups relevant to your desired industry and job? Which groups are of interest to you? Do you want to own and manage a business? What type of business would you like to own? Richard Branson, Jack Welch, and Bill Gates influence small business owners. If you are a member of LinkedIn, which managers do you follow? Are they in the industry in which you'd like to work?
  • How to Find a Job Using Twitter

    How to find job using Twitter from Jarkko Sjöman One of the best ways to get a job is through personal contacts and networking. A way to build your network is to join Twitter, where you can learn from others in your discipline. You can follow the industry you are interested in, and participate in communities you care about. In this way, you will find out about job openings. When you share content that is valuable, others will want to follow you. Recruiters and employers, routinely performing Internet searches, can find out about you . How can your Twitter presence enhance your resume? How do you utilize Twitter as a job search resource?
  • The 10 Skills Employers Want

    Can you work in a team? How good are you at making decisions and solving problems? Can you plan, organize, and prioritize work? Those are all skills taught in management classes. Those are the skills employers want most, according to results of a survey by the National Association of Colleges and Employers (NACE). The Job Outlook 2014 report will be released in the fall. Employers rated “ability to work in a team structure,” “ability to make decisions and solve problems,” “ability to plan, organize, and prioritize work,” and “ability to verbally communicate with persons inside and outside the organization” as the most important candidate skills/qualities. (See Figure 1.) These are followed by candidates’ “ability to obtain and process information” and “ability to analyze quantitative data.” Choose some class projects where you have been a team member and/or leader and when you have planned and prioritized. Describe those skills. Add them to your résumé and cover letter. Be ready to talk about them in your interviews. In this way, you will demonstrate that you have the top five skills most employers want in employees.
  • Stand Out During Your Entry-Level Job Search

    The infographic above was compiled by InternMatch , an online platform connecting the ntern candidates and employers. Which job search tactics should you be taking to land your entry-level job? What do you think is the best way to impress employers?
  • Will a robot take your job?

    Technology, computers, and robots are doing the jobs of secretaries, administrative workers, repairmen, and manufacturing workers. In "Dancing with Robots" (see attached) "economists Frank Levy and Richard Murnane point out that computers replace human workers only when machines meet two key conditions.First, the information necessary to carry out the task must be put in a form that computers can understand, and second, the job must be routine enough that it can be expressed in a series of rules" (Farhad Manjoo, " Humans 1, Robots 0 ," The Wall Street Journal , October 6, 2013). View the video above. How do real-life robots differ from robots in TV and movies? Farhad Manjoo reports that software developer Martin Ford said that in the future, " all but the most non-routine-type jobs " will cease to exist. Read the attached article. What can you do to keep robots from taking your job?
  • Young and Unemployed

    Express Employment Professionals released a white paper, “The Great Shift: Where Have All The Workers Gone?” (See attached file.) It reports that "t he labor force participation rate (LFPR) — or percentage of adults who have a job or are looking for one — has declined to a 34-year low." The labor market is toughest for young people under 25. (See graphic below.) Source: The Wall Street Journal In a Wall Street Journal weekend interview , Bob Funk, president and founder of Express Employment Services , says, “Anyone who really wants a job in this country can have one.” To land and keep a job isn't hard, he says, but you have to meet three conditions: “First you need integrity; second, a strong work ethic; and, third, you have to be able to pass a drug test.” If an applicant can meet those minimal qualifications, he says, “I guarantee I can find employers tomorrow who will hire you.” He thinks the notion of the “dead-end job” is poisonous because it shuts down all sense of possibility and ambition. One of his lifelong themes, Mr. Funk says, is that “a job—any job—is by far the best social program in America and the ladder to success.” What does “work ethic” mean to you? What do you think is a “dead-end job”?
  • Online Job Interviews

    Have you been interviewed online? Chances are that your next job interview will be virtual. Review positive and negative body language in the graphic above. What are you doing now that you will quit doing in the future?
  • Credit Reports used to Screen Job Applicants

    The Society for Human Resource Management ( SHRM ) found in a 2012 study that about half - 47 percent - of employers check credit reports when making a hiring decision. Furthermore, the study found that the leading reasons organizations conduct credit checks on job candidates are to decrease/prevent theft and embezzlement (45%) and to reduce legal liability for negligent hiring (22%). (See slides below.) 2012 backgroundcheck credit_final from shrm Employers want trustworthy employees. But, is there a connection between a credit report and an employee’s trustworthiness? Gary Rivlin in a New York Times story, reported, “One study published in 2008 in the International Journal of Selection and Assessment suggested a correlation between a person’s financial history and workplace theft. But a 2011 study in the Journal of Applied Psychology found no link between a person’s credit score and what it called “deviant” behavior like workplace theft. (It did, however, find a correlation between a low credit score and an agreeable personality.)” Should credit reports be used to screen applicants? Are there exceptions? How relevant is a credit check is for a particular position?
  • The Ideal Organization

    Rob Goffee and Gareth Jones identified the six most essential imperatives for creating an ideal work environment. Let people be themselves. Unleash the flow of information. Magnify people's strengths. Stand for more than shareholder value. Show how the daily work makes sense. Have rules people can believe in. How can a manager create a work environment with the above 6 elements? To get more ideas, look at the following statements created by Goffee and Jones . How close is your organization to the ideal? To find out, check off each statement that applies. The more check marks you have, the closer you are to the dream. Let Me Be Myself ☐ I'm the same person at home as I am at work. ☐ I feel comfortable being myself. ☐ We're all encouraged to express our differences. ☐ People who think differently from most do well here. ☐ Passion is encouraged, even when it leads to conflict. ☐ More than one type of person fits in here. Tell Me What's Really Going On ☐ We're all told the whole story. ☐ Information is not spun. ☐ It's not disloyal to say something negative. ☐ My manager wants to hear bad news. ☐ Top executives want to hear bad news. ☐ Many channels of communication are available to us. ☐ I feel comfortable signing my name to comments I make. Discover and Magnify My Strengths ☐ I am given the chance to develop. ☐ Every employee is given the chance to develop. ☐ The best people want to strut their stuff here. ☐ The weakest performers can see a path to improvement. ☐ Compensation is fairly distributed throughout the organization. ☐ We generate value for ourselves by adding value to others. Make Me Proud I Work Here ☐ I know what we stand for. ☐ I value what we stand for. ☐ I want to exceed my current duties. ☐ Profit is not our overriding goal. ☐ I am accomplishing something worthwhile. ☐ I like to tell people where I work. Make My Work Meaningful ☐ My job is meaningful to me. ☐ My duties make sense to me. ☐ My work gives me energy and pleasure. ☐ I understand how my job fits with everyone else's. ☐ Everyone's job is necessary. ☐ At work we share a common cause. Don't Hinder Me with Stupid Rules ☐ We keep things simple. ☐ The rules are clear and apply equally to everyone. ☐ I know what the rules are for. ☐ Everyone knows what the rules are for. ☐ We, as an organization, resist red tape. ☐ Authority is respected. How could the above statements help you in your job search?
  • LinkedIn Contacts

    Most college programs have an advisory committee made up of business professionals with specific occupational knowledge and expertise to advise on curriculum. Recently, the Management Careers Advisory Committee told us that they use LinkedIn to recruit employees. Unfortunately, most college students aren't members of LinkedIn. But, you can get ahead of others applying for jobs by joining LinkedIn while you are still in college. I recommend using Wayne Breitbarth's book, The Power Formula for LinkedIn Success to develop your profile. The presentation below introduces the new LinkedIn Contacts . Introducing the New LinkedIn Contacts from LinkedIn Are you a member of LinkedIn? If so, how would you rate your profile? Does it tell your story? Have you customized your URL to include your name? Have you asked your professors to give you recommendations on LinkedIn?
  • Background Checks

    More companies than ever are checking the backgrounds of their applicants. Many companies outsource background checks on potential employees. One such company is AAIM Employers Association, which provides employer-related business services to 1,600 employers. Companies using the background checks and drug tests that AAIM offers increased 166 percent. Philip Brandt, CEO and President of AAIM Employers' Group said , "While we've seen employment growth stagnant and flat, we see that employers are taking advantage of inexpensive services that provide assurance about the hires they are making." Yet, managers need to make sure that they stay within the federal law. The U.S. Equal Employment Opportunity Commission (EEOC) provides managers with guidance. The use of some background checks in hiring can violate prohibitions against employee discrimination in title VII of the Civil Rights Act. If a company uses criminal history information for applicants in different ways for different groups, based on applicants' race or national origin, it could be in violation of Title VII. The National Employment Law Project (NELP) is an employee advocacy nonprofit organization. It Web site states , "Anti-discrimination and consumer protection laws provide critical protections for workers with criminal records. But too often these laws are not enforced. NELP is working to enforce Title VII of the Civil Rights Act of 1964 and the Fair Credit Reporting Act to expand job opportunities for people with criminal records." The job market has tough competition. Many people want a job and hiring workers costs money. But, managers realize that costs might be even higher if they don't screen potential employees. So, many companies are requiring background checks and drug tests on all new hires. What other background factors might managers check before making their hiring decisions? What do each of these tell you about the potential employee?
  • Sheryl Sandberg: Why we have too few women leaders

    Sheryl Sandberg is COO of Facebook and has just written a book, Lean In . She says that women lose out in the workplace because they don't negotiate for themselves. She says , "Since women are expected to be concerned with others, when they advocate for themselves or point to their own value, both men and women react unfavorably." Why don't women advocate for their own interests?