How to Find Where Passion Lies
- and Why
by
Mel Kleiman, CSP
Stop for a moment
and ask yourself which of your achievements, at work or in your personal life,
makes you feel most proud? Which of your goals inspire such passion in you
that you had no choice but to keep moving toward it, regardless of how long it
took you to achieve it?
In a job interview, if I asked you to
tell me about the achievement of which you feel most proud,
your answers would give me one of the most important pieces of information I could
have as your manager, which is where your passion lies--for where passion lies
so do key motivators. As I analyze the answers you give me I would also get a
good idea of your work style and the obstacles you've overcome.
The achievements we
value reveal both our strongest character traits and our strongest desires.
Identifying these speak volumes about the kind of employee the applicant can
become, which is why the second question in any interview should be, "Which
achievement at work, in school, or in your personal life makes you feel most
proud?"
Ask This Question
Because:
The answer gives
you a frame of reference for the applicant's values and a way to measure his or
her progress from the time of the first job.
(Take out the last resume you've received). Imagine a graph
that shows achievements on the left side. Across the bottom is a timeline that
begins with the applicant's first job. When you fill in an applicant's
achievements, look for points of growth and expansion. Do achievements grow or
increase in number as time moves forward? More...
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Testing & Assessment
Discretionary Effort - Unleash it to Create Star Performers!
Business owners, managers, and human resource professionals
expend considerable time debating how they can increase the productivity of
their employees. Their ideal scenario
is a workplace in which each employee puts in the kind of effort that goes past
the dry, often rigid, recitation of tasks and responsibilities in their job
description. They seek to create a
workplace in which every employee goes
"above and beyond the call of duty".
This extra effort that employers are seeking is called 'discretionary
effort'. It can be described as the difference between how well people
actually perform and how well they are capable of performing. And under the
guidance of good leadership, employees can be inspired to put out this extra
effort, becoming star performers.
Traditionally, companies have relied on programs such as
quality improvement, customer satisfaction, and performance-based &
incentive remuneration, to spur employee performance to greater levels. All of these methods focus on specifying
desired results and rewarding only those that are achieved. But is this really
hitting the nail on the head?
In some organizations, thought leaders are coming to the
conclusion that specific behaviours, as well as results, may
better impact and reflect the success of organizations. Why?
Because key behaviors often identify what an individual gets
'passionate' about.
So how does one leverage 'behaviors' to elicit that extra
'something' from their employees? The
first step is in being able to put your finger on those specific behaviors that
add that extra 'something' to performance.
More...
Email or call Susan now at 1-888-778-0570 to find out the preferred behaviours in your employees! |
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RPO Spotlight!
Risk Assessment
Protect your hiring manager - reduce hiring risks.
Use SmartHire's proven Risk Assessment tool(s) to ensure you obtain an objective and unbiased picture of the background of each short-listed candidate.
SmartHire allows you to identify and separate the truly excellent employees, and to understand some of the background issues that may influence the performance of your new hire.
This service includes:
- Reference Checking consists of confidentially gathering and verifying objective, relevant evidence and information regarding a specific candidate.
SmartHire personnel follow proven SmartHire reference checking procedures - it is critical to ask the right people the right questions to get an honest, revealing impression of the candidate.
All candidates are required to sign a compliance waiver permitting us to contact their references.
SmartHire reference checks can be conducted in three formats; co-worker, personal, or professional.
- Credit History is relevant for positions where access to your business' finances is part of the candidates' responsibilities.
SmartHire provides a credit history summary for short-listed candidates as reported by Canadian and/or U.S. credit agencies.
Go to www.SmartHire.ca (current site) or Risk Assessment and register your company today to take advantage of these tools.
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Watch for...
New Website in 2008
The prework is done, the designing is done, the coding has begun! Though delayed, the final site is worth the wait!
Watch for a BRAND NEW concept linking talent to your opportunities.
New concept....
new opportunities....
new look.... 
Putting opportunity in your palm.
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Are
Your Employees Engaged?
At a time when companies are focused on growth and relying on
their workforces to achieve it, a major new survey has found that only one in
seven employees worldwide are fully engaged with their jobs and willing to go
the extra mile for their companies.
Source:
Towers Perrin world-wide survey, 2005.
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Free Information:
Considering immigration as a staffing option? We've done the research for you and have compiled it into an Immigration to
Canada document. This is a
do-it-yourself guide to the numerous steps involved to recruit and hire employees from other countries
than Canada.
Click the above link to request your free copy of the 39 page document.
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