Loss of meaning, loss of passion = brown-out

In addition to burn-out and bore-out, two professional afflictions born respectively from excess of work or boredom, there is a third pathology emerging. Caused by the demotivation that is provoked when daily tasks are plagued with absurdities, this condition is known as brown-out (literally, a drop in voltage in electrical power supply). How can you…

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Putting a bit of agility into performance evaluations

Between now and the end of the year, 75% of European employees will have undergone an evaluation interview. And yet, if there is one thing on which everyone can agree, management and staff alike, it is that these annual reviews are often painful, even useless. Why, then, do we repeat them year after year? Arguably…

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ANZ’s success is based on its key people

Jonathan Harvey based his 2008 plan to transform the ANZ bank on Claudio Fernández-Aráoz’s “potential” model. The aim was to hire and develop future leaders capable of taking control of the group’s new international subsidiaries within 15 years. The program helped the Australian bank jump from twelfth to fourth place in the Asia-Pacific region between…

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How to identify and develop future leaders

Until the beginning of the 21st century, a company wanting to hire future leaders always sought experienced and skilled talent to fill the requirements of strategic posts. Although certainly valuable, these attributes are no longer enough. Claudio Fernández-Aráoz argues that, given the complexity of your environment, you should now focus on agile individuals with the…

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The employment paradox: mass unemployment and vacant jobs

In many countries, mass unemployment among youth is currently a national emergency; in fact, the whole world in concerned with this problem. In Europe, the United States, the Middle East, and Asia, there is a veritable epidemic of unemployment among people under age 25. Paradoxically, at the same time, the World Trade Organization reports that…

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How are new recruitment trends disrupting HR?

Unrevealing, unappealing, and lacking social and interactive potential, the conventional one-page CV continues to lose ground to more modern tools. This shift raises some fundamental questions in the HR profession, as those involved must learn to find their way through the jungle of information now available on each and every individual and to identify talent…

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Education to Employment: Designing a system that works

50% of the world’s CEOs say they have considerable trouble finding the right people to fill openings. And yet, 75 million young people worldwide currently seek employment. Educators insist that they are not the problem and that their offerings remain perfectly adequate. So what really needs to be done to best bridge the skills gap?…

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New technologies replacing paper Cvs

Why send out CVs that will be lost in the shuffle when simple tweets with a link to your LinkedIn profile can serve as an application? Under pressure from new technologies, CVs are becoming more and more light-hearted, interactive, and social, turning the recruitment world on its head! Business social networks: LinkedIn and Viadeo These…

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Recruitment 2.0: Best practices at Starbucks, Adidas, and Heineken

How do leading companies leverage social media networks to attract talent and boost recruitment campaigns? Starbucks: Promoting the work environment on Instagram Former head of employer branding Jeremy Langhans (now with Expedia) started using Instagram to attract job candidates in 2011. A firm believer in Instagram’s engagement potential, Langhans had in-house recruiters post pictures of…

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What factors into employee wellbeing?

Every year, the Great Place to Work Institute publishes its rankings of the best companies to work for. This marks an occasion to reconsider the three dimensions of employee wellbeing: trust in management, a sense of pride in one’s work, and a positive work environment. The annual stock market returns of Fortune’s 100 best companies…

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