Build a Tower, Build a Team: 5 TED Talks for Recruiters and HR Professionals

#1 Why You Should Consider Talks for Candidates Without a Perfect Resume: Regina Hartley

If a candidate does not have a classic CV or it does not meet our expectations 100% list of bahrain cell phone numbers this is not a reason to completely eliminate him from the recruitment process – says HRD of the logistics company UPS Regina Hartley.

Imagine that you ne to fill a specific vacancy. Most likely, you will be able to divide all the CVs you receive into two groups:

• “Silver spoons”. These are people who have never Talks for had any difficulties in life, and circumstances have only favor their development. First a good school and a prestigious university, later – a stable job in a large company with a high salary. They have never had to struggle with anything.
• “Warriors”. Usually, the CVs of such candidates are distinguish by short-term projects, sometimes – lack of higher education. They were not supported financially, so they had to cope on their own.

Hartley believes that it is worth inviting candidates from the last group to the interview first. They adapt to new conditions faster, are ready to give their all and learn new things.

Before inviting a candidate with a perfect CV to an interview, think: how will someone who is accustom to only successes cope with difficulties?

Coworkers Make: David Burkus

Starbucks and Buffero openly communicate employee pay because they believe that this approach will motivate them more and create a culture of fairness. In Eastern European countries how to check website traffic most companies do not like transparent pay policies – bosses often think that such an approach will arouse jealousy and conflict in the team.

“Few of us can stand prosperity. Other people’s, of course.”

-Mark Twain

David Burkus, a professor of management at Talks for Oral Roberts University and founder and editor-in-chief of LDRLB’s leadership issue, believes that companies need to stop hiding their employees’ pay levels.

When employees don’t know how their pay compares to that of their peers, they’re more likely to think they’re underpaid or discriminated against. A 2015 study of 70,000 employees found that two-thirds of those whose pay was in line with the market thought they were underpaid. Sixty percent of them also said they were prepared to leave their employer, regardless of whether they were earning more or less than the market.

You don’t have to make everything public. American IT company Glitch indicates ranges for each position benin lists and more detailed data is available only to employees. At Starbucks, the transparency policy works on similar principles, and for some positions they use a salary calculator that calculates the amount based on the specialist’s skills.

In the American magazine Vanity Fair, the team itself decided to open all the tabs. After managers imposed a ban on the distribution of information about salaries, some employees came to the office with notes with information about their salaries hanging around their necks.

#3. Build a Tower, Build a Team: Tom Wujec

The founder of The Wujec Group consulting firm and bestselling author of design books shares an example of a simple team-building exercise he includes in his design seminars. All you need is a bag of pasta, duct tape, string, and marshmallows.

The workers are divided into groups of four and their task is to build the highest tower possible in 18 minutes using 20 pasta tubes, 90 cm of duct tape, 90 cm of rope and one marshmallow. The marshmallows must be placed at the very top of the tower.

What is the challenge: To complete this task, you must quickly join forces with your colleagues.

Most people start the exercise with a plan: group members draw a sketch, then lay out the noodles, trying to build a taller tower. When time is short, they put marshmallows on top. And usually, the structure falls apart.

This fiasco is most often experienced by business school graduates. The towers built by children are often more reliable, taller, more even, and have an interesting structure. This is because they do not compete for the title of leader in the group, but work together.