Talent recruitment of freelancers forms a crucial part of the hiring process these days. This is because they provide a lot of specific skills not available within the firm. 10x Management is the first talent agency dedicated to tech personnel so its founder has keen insights to share on such hiring. The good freelancers produce good proposals and will sell themselves for the offer. The best of them however will demonstrate a path which they will follow, and link their experiences with the task on hand. The said recruitment can be accomplished through various sources, so the employer will need to scan various channels. Open market places like Upwork are the right channel to start with. Curated marketplaces are those which have eliminated the redundant material from the open spaces. These provide better deals than the open ones. Dev Shops are the next level though a little tricky to sort out the best deal. Some Agencies like 10x Management are the right fit, but many others disappoint. The bets of managers not only screen the talent for their experience and background, but for what they can offer to the company. Post recruitment, specific nurturing needs to be provided to freelancers during the onboarding stage so that they get onside to the process.

Source:http://www.huffingtonpost.com/entry/the-difference-between-good-and-great-hiring-freelance_us_596fc8bbe4b04dcf308d29db

Uploaded Date:28 July 2017

Basecamp is one organization that has a rather revolutionary take on the practice of talent recruitment. Contrary to conventional practice, Basecamp does not pay much heed to Resumes. It believes as a rule that one’s educational background has little impact on how they will handle real world situations. Simply possessing an MBA from an elite institute is no guarantee of a position at Basecamp. Instead, the company believes in projects being doled out that need to be finalized within a week. In fact, candidates are paid for their work during the period. In addition, as written ability is crucial to work at Basecamp, so the cover letter is meted out much greater importance. Due to the vast spread out offices across the world of Basecamp, crisp communication is essential to the firm, thus the focus on cover letters.

Source:http://www.businessinsider.in/A-tech-CEO-explains-why-he-throws-resumes-out-the-door-but-places-huge-value-on-the-cover-letter/articleshow/59585950.cms

Uploaded Date:20 July 2017

Sheryl Sandberg, the COO of Facebook lost her husband two years back and wrote a book with Wharton professor of psychology Adam Grant on recovering from the trauma. The duo came to the conclusion that building resilience was crucial in sustaining relationships throughout one’s life. A lot of resilience gets naturally built in during periods of such tragedy. Little gestures can help the aggrieved to return back to a somewhat normal life. At Facebook, due to excellent talent management practices, employees are afforded enough time to get back after ever suffering personal setbacks of such multitude. A lot of times, people are afraid to simply speak up with the sufferers when the latter return back to life. But in addition to the concern, efforts must also be put in to help them recover the confidence which often goes missing after such instances. One need not feel guilty for reminding them as it always present with them.

Source:https://hbr.org/ideacast/2017/04/sheryl-sandberg-and-adam-grant-on-resilience?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=17106469&spUserID=OTY0OTMwNTk5NwS2&spJobID=1002296217&spReportId=MTAwMjI5NjIxNwS2

Uploaded Date:20 July 2017

Social media giant Pinterest consciously inserted a diversity clause in their recruitment drives to broaden the employee base. Certain interesting conclusions emerged out of this exercise. First of all, simply setting diversity as a target during talent recruitment is not enough. Instead, constant justifications for the same need to be provided to the key stakeholders. Increasing diversity leads to moments of discomfort as much needs to be adjusted for. Over a period of time, the organization needs to get comfortable with this uneasy sense. It is a myth that diversity slows down the recruitment proves. Rather, it makes the entire process more efficient. Diversity is not a tactic which once set, works immediately. Instead it requires constant improvisation in order to yield the desired results.

Source:https://hbr.org/2017/07/what-we-learned-from-improving-diversity-rates-at-pinterest?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert&referral=00563&spMailingID=17636735&spUserID=OTY0OTMwNTk5NwS2&spJobID=1060809232&spReportId=MTA2MDgwOTIzMgS2

Uploaded Date:20 July 2017

Some ways have been identified to develop any organization as a true magnet for the best of talent recruitment. One such method is to have a detailed mapping of the employee experience once at the firm, including onboarding, growth, development and relationships forged. Before seeking to do fresh recruitment, a solid team has to be built initially with reliable personnel from different fields such as sales, finance, IT, facilities, operations and marketing. A certain vision needs to emanate around which the corporate culture is to be forged. The employee will work around that value system. Constant learning needs to be encouraged. This could be through formal management training sessions, or collaborative assignments. One needs to adapt as per changing industry norms. Constant evaluation needs to take place. Quantifiable measures must exist against which present performances may get benchmarked.

Source:https://fxdailyreport.com/ways-build-organization-talent-magnet/

Uploaded Date:10 July 2017

Human stress or resilience to it has been built over the ages from pre-civilizational periods. A lot of our instincts today both in personal lives as well as at the workplace derive from that period. At times, when people get emotionally hijacked, no reason or rationality can pierce it and they become defensive. That is why there exists a need to instill emotional intelligence competencies among people, often through formal corporate training sessions at firms. More than three hundred billion US dollars are lost every year and about one hundred and twenty thousand deaths likewise through this lack of emotional stability. One needs to identify the triggers that cause such stress. There could be some physical symptoms or even psychological ones. Different people develop various coping mechanisms. Common sources of stress include work, family, finances, illness, loneliness, uncertainty or poor work-life balance. Humans suffer from a fundamental attribution error where we tend to judge others on the basis of their actions but ourselves on intent. People must introspect keeping a few questions in mind such as what makes the person angry, when they become overwhelmed, when taken offence, what is found as rude, moments of irritation or what are the wishes.

Source:https://hbr.org/2017/06/handle-your-stress-better-by-knowing-what-causes-it?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness+%28HBR.org%29

Uploaded Date:10 July 2017

Corporate or academic trainers are often posed this question on how to improve motivational levels of the people concerned. Countless corporate training sessions get held, yet to little avail. That is because motivation on its own rarely works. One needs to delve deeper into what are the reasons for it not working. In fact several times there are genuinely engaged employees, who simply shun the sessions. This could be due to the approach. A lot of trainers make the mistake of assuming external rewards and thus try to motivate the subjects using tension or pressure as a model. At Wells Fargo for example, a lot of motivational sessions bombed because of the culture of pressure that was created, leading to unethical behavioral practices adopted. Instead of seeking competence, one must question the daily learning outcomes for beneficial workplace culture creation.

Source:https://www.forbes.com/sites/kevinkruse/2017/07/03/motivation-doesnt-work-heres-what-does/#1650372a4fb8

Uploaded Date:07July2017