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2017 was an exciting year for talent acquisition. We prepared for Generation Z. Leaders realized how critical it is to recruit

female talent. Organizations focused on offering attractive benefits that supported employee development and even infertility.

 

With all that progress, it'd be a shame to take two steps back in 2018. Dive into the new trends before it's too late.

 

This is what you need to concentrate on when hiring in 2018:

1. Focus on adaptability.

If we learned anything in 2017, it's that corporate stability is elusive. One week your company is leading the industry, the next the CEO is facing a series of scandals. If your workforce can't thrive in changing conditions, they won't achieve long-term success.

 

Andreas Pettersson is the chief product officer of the video cloud security company Arcus. The company is currently in the middle of a big hiring push, and they're approaching talent acquisition in a new way.

 

Pettersson pointed out that in the past, organizations looked for employees who adhered to a rigid plan. That is no longer the case.

"For today's most agile teams, a set plan is no longer a feasible or successful strategy for product development," he said. "In 2018, rather than technical skills defining the gold standard recruit, ideal candidates will fit seamlessly into the team, thrive in an empowered environment, and focus on solving the problem at hand."

 

This will be true for all industries, not just tech. Assemble a team that can keep up with the changing business environment. Look for candidates who have a wide range of experiences.

 

Check out LinkedIn and reach out to candidates who have successfully transitioned from one industry to another. This is one sign that they are adaptable.

2. Know your ABCs: AI, blockchain, and chatbots.

We've been talking about artificial intelligence for years. But we're just starting to see useful applications when it comes to hiring. Newer software saves hiring managers countless hours by pre-screening candidates.

 

Brian Christman is the vice president of people at the digital freight marketplace Transfix. He also has over a decade of experience helping companies like Etsy and SiriusXM scale.

 

"By leveraging big data and machine learning, recruiters are able to cast wider nets," said Christman. "They become more efficient in building high-quality pipelines, and ultimately can better predict the skills and attributes of prospective candidates that will have the highest probability of success."

 

Find an AI tool that will grow with your company. For example, Mosaictrack uses technology similar to IB's Watson to read through resumes like a human. Over time, it becomes more attuned to the skills and cultural factors you need. This leaves hiring managers more time to develop relationships with top talent.

 

Blockchain technology is another tool that will be gaining momentum this year. It was developed for exchanging bitcoin, but now there are wider applications.

 

Blockchain allows for a faster interaction with information by two or more parties. Everyone has the most up-to-date information, no matter how many people are using it.

 

Imagine how that could simplify team hiring. Instead of scrolling through an endless chain of messages to see what each person thought of a candidate, use blockchain technology. This will assure that each individual can easily add their own opinions and see those of everyone else.

 

Finally, chatbots are beginning to make a big impact. The technology saves hiring managers from wasting time on candidates who are a bad fit.

 

Put a chatbot on your company career page. Then potential candidates can interact with it and ask questions. Bringing things full circle, the chatbot can then deliver that communication to AI software. If there are signs that this is a strong candidate, you can make direct contact with them.

3. Make recruitment and marketing BFFs.

Google for Jobs, which debuted in 2017, will impact how organizations craft job listings in the coming year.

 

"Now recruiters have to think about how they are marketing their openings, which keywords you use, the schema behind how you set it up and ultimately what specific personas they want to attract," said Teri Calderon, executive vice president of human resources at technician staffing firm Field Nation.

 

Chances are your hiring team has no idea how to optimize a job posting so it will appear on the first page of Google. Offer training that explains to them why this is important. Provide a list of researched keywords that your ideal candidates will be searching for. This will ensure that the best talent applies with your company first.

Via The Learning Factor

We all make mistakes when leading. It’s part of the process—delayed projects, missed deadlines, communication issues, budget constraints, and an endless list of other possibilities that Murphy’s Law dictates are always around the corner.

When you find yourself in a leadership failure or debt, here are a few things you can do to get out of it:

In my work as a leadership trainer and a career success coach for women over 11 years, it’s become abundantly clear that the quality of one’s decision-making is not only a critical factor in her professional success and impact, but also reflects a wide range of influences that we’re typically unaware of, including core values, internal preferences, societal influences, social abilities, cultural training, neurobiology, comfort with authority and power, and much more.

To learn more about decision-making in general, and key differences between the way men and women make decisions in particular, I asked Dr. Therese Huston to share her insights. Therese was the founding director of what is now the Center for Faculty Development at Seattle University and has spent the past fifteen years helping smart people make better decisions. She has written for the New York Times and Harvard Business Review, and her first book, Teaching What You Don't Know, was published by Harvard University Press. Her current book How Women Decide: What's True, What's Not, and What Strategies Spark the Best Choices “pries open” stereotypes about women’s decision-making and serves as an authoritative guide to help women navigate the workplace and their everyday life with greater success and impact.

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You don't have to be in managerial role to be a leader. Follow these tips to inspire your colleagues and reap the benefits of a happier workplace.

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As a leader, communicating can sometimes feel like Groundhog Day. No matter how hard you try to get your message across, it is all too easy to find the next day that you face the same blank stares, predictable objections, and questions that indicate that you failed to make it stick — that people just aren’t getting it. One reason leaders find themselves in this cycle is that their approach to communication is based on an outdated mental model. It’s a model best described as a “post office.” They view themselves as the sender of a message and others as the receivers. If problems arise, leaders look for disruption somewhere along the route.

The post office model focuses most leaders’ attention on the sending process, rather than the give-and-take of effective conversations. Even if they invite people to ask questions and truly value their buy-in, these leaders are still preoccupied with their message. This leaves them ignorant about the larger context and reality on the ground, including emerging issues and game-changing opportunities. In the extreme, thinking in terms of the post office model causes leaders to make decisions in isolation or miss the early warning signs of dysfunctional momentum.

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In the age of social media, role models are the new royalty. Whether it's labels such as #fitspiration, #bodyspiration or - the hashtag I most frequently see on my newsfeed - #careerspiration, it seems like everyone is looking for someone to look up to. With power, though, comes great responsibility.

As a CEO in a high-profile publishing role, I am in the lucky position to frequently meet people who say my work, books or conference addresses have inspired, motivated and guided them. I love hearing this, but it always leaves me with a slight sense of 'imposter syndrome'. Because, lets face it, I'm only human, and no single person has all the answers. What if I lead someone down the wrong path, and offer advice that doesn't serve them?

Via The Learning Factor

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For the past 16 years, we've studied the background of incoming CEOs at the world's largest 2,500 public companies as part of the annual Strategy& CEO Success study. Take this quiz to assess your immediate chances, based on the data we've collected, of becoming a chief executive in your chosen industry.

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The habits of the best leaders are well documented. They’re self-aware. They admit mistakes. They take care of, recognize, and communicate well with their teams.

But what do these inspirational people do on their own time? What goes on behind the scenes that helps them be so effective on a day-to-day basis?

 

"I’ve definitely noticed some things that great leaders tend to do," says Danielle Harlan, founder and CEO of The Center for Advancing Leadership and Human Potential, an organization that helps individuals and organizations maximize their impact. And the things they do behind the scenes make all the difference when it comes to their professional leadership ability, she says. Here are five such common habits.

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Research shows that in leaderless groups, leaders emerge by quickly synchronizing their brain waves with followers through high quality conversations. Simply put, synchrony is a neural process where the frequency and scale of brain waves of people become in sync. Verbal communication plays a large role in synchronization, especially between leaders and followers. Synchrony between leaders and followers leads to mutual understanding, cooperation, coordinated execution of tasks, and collective creativity.

On the surface, brain synchrony seems easy to understand. It simply implies that people are literally on the same wavelength. Yet, at a deeper level, interpersonal synchrony involves much more. Dr. Daniel Siegel explains that “presence”, “wholeness”, and “resonance” are at the core of the ability to develop synchrony. Recent advances in brain science can help leaders learn to synchronize with followers on these deeper levels:

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When we think of great leaders, certain characteristics come to mind: They have confidence in their abilities and conviction in their beliefs. They “trust their gut,” “stay the course,” and “prove others wrong.” They aren’t “pushovers,” and they certainly don’t “flip-flop.” But this archetype is terribly outdated. Having spent three years studying many of the world’s most successful leaders for my new book, Persuadable, I’ve learned one surprising thing they have in common: a willingness to be persuaded.

Alan Mulally, the vaunted CEO who saved Ford Motor Company, is, for example, exceptionally skeptical of his own opinions. Ray Dalio, one of the world’s most successful hedge fund managers, insists that his team ruthlessly second-guess his thinking. Christine Lagarde, managing director of the IMF, seeks out information that might disprove her beliefs about the world and herself. In our increasingly complex world, these leaders have realized that the ability to consider emerging evidence and change their minds accordingly provides extraordinary advantages.

Via The Learning Factor