What Today’s Hiring Managers Are Looking For

Philadelphia Business Journal contributor Gina Hall writes that today’s hiring managers are less interested in years of experience and hard work, than they are in natural talent.

She cited a study where 60 percent of the participants chose the naturally talented person over the “striver” – even though that decision would cost the organization more in associated hiring costs.   They were willing to pass on candidates with more experience and seemingly higher IQ’s to invest in an entrepreneur who was deemed a natural.

How can you use this information in your next interview or discussion about a promotion? Hall suggests that in addition to a confident, firm handshake, good eye contact and a professional image, you can point out that some of the skills listed on your resume come with a certain amount of ease. But she warns, be careful to not to come across as arrogant. Overconfidence can be a deal breaker.

Listening To What Millennials Say They Want

Wanting to get the most out of his team, a forward-thinking client asked me to facilitate a discussion between older workers and Millennials.   He was seeking input about adjustments needed to help with retention, increase productivity and boost job satisfaction.

While the Millennials spoke, the others were instructed to listen without judgment. The Millenials shared their desire to contribute now. They don’t want to be tied to a clock and desk as proof of productivity. They want flexibility in the ways they go about delivering performance results.

Driven by the need to grow and experience new things, Millenials feel strongly about continuous learning. If they deliver as expected they want to be able to leave the office for networking events, volunteer activities, professional growth opportunities, or personal needs.

Contact me if this listening and learning exercise could work for your company.

How to Talk With People, Not At Them

Some leaders limit the pool of potential solutions to complex problems because they think they should have the answers. Really, they need to engage with their team. Judith Glazer, author of Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results,” offers these tips for talking with people instead of at them.

When brainstorming with a diverse group, ask people to share their thoughts. Then, say “Thank you,” or “That’s a great point.” Reach out and connect. Appreciate their perspectives, even if you don’t agree. Doing so elevates trust.   When you feel the urge to persuade, listen, instead. This empathetic stance triggers brain chemistry that helps you see the world through another’s eyes. Make speaking up safe, otherwise you’ll thrust your team into groupthink as they work to avoid conflict with you and appearing incompetent.

Leaders, remember, your team might have the answers your business needs.