Agility

Ditch the "employer brand" to build one brand:

Why We Need to Rethink “Employer Brand”

Well that was fast. Sears prepares for bankruptcy as early as this week. An example of an organization not having the agility to respond to changes in the market. Over leveraged with debt, no digital strategy, no fresh infusion of talent.

Sears reportedly preparing for bankruptcy filing as soon as this week Sears Holdings is readying a bankruptcy filing that could come as soon as this week, the Wall Street Journal reported on Tuesday.

The retail carnage continues. They should have bought Casper when they had a chance. Large retailers who do not identify and react to disruptive technologies and alternative distribution methods will continue to fail. Digital native brands like Casper will continue to take advantage of The Innovator's Dilemma. The decision-making and resource allocation processes key to the incumbent's success are the same processes preventing them to react to the new business threats. Next up: Sears?

Mattress Firm, largest US mattress retailer, files for Chapter 11 bankruptcy protection Mattress Firm says filed for Chapter 11 bankruptcy protection so it can take steps to strengthen its balance sheet and reshape its store footprint. 

Unemployment drops to 3.7% making it difficult to find the best candidates. Using an experienced and dedicated recruiter is more important than ever to identify and place top talent.

US unemployment falls to 3.7 percent _ lowest since 1969 WASHINGTON (AP) — The U.S. unemployment rate fell in September to 3.7 percent, the lowest since 1969, when young men were being drafted to fight in Vietnam and the American auto i

Words from the wise on psychometric assessments. Ray Dalio founded and grew Bridgewater Associates into the largest hedge fund in the world. In his book 'Principles', he points to psychometric assessments as one key tool to create a high functioning organization.

Because of the biases with which we are wired, our self-assessments (and our assessments of others) tend to be highly inaccurate. Psychometric assessments are much more reliable. They are important in helping explore how people think during the hiring process and throughout employment. Though psychometric assessments cannot fully replace speaking with people and looking at their backgrounds and histories, they are far more powerful than traditional interviewing and screening methods. If I had to choose between just the assessments or just traditional job interviews to get at what people are like, I would choose the assessments. Fortunately, we don’t have to make that choice.

The four main assessments we use are the Myers-Briggs Type Indicator (MBTI), the Workplace Personality Inventory, the Team Dimensions Profile, and Stratified Systems Theory. But we are constantly experimenting (for example, with the Big Five) so our mix will certainly change. Whatever the mix, they all convey people’s preferences for thinking and action. They also provide us with new attributes and terminologies that clarify and amplify those we had identified on our own. I will describe a few of them below. These descriptions are based on my own experiences and learnings, which are in many ways different from the official descriptions used by the assessment companies.

Happy Memorial Day Weekend to all who have served in the past and present! Thank you!

If hired for a new job, which would you rather have? An extra week of vacation or an additional $2k in salary?