{"id":10043,"date":"2019-07-06T11:25:36","date_gmt":"2019-07-06T15:25:36","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=10043"},"modified":"2022-12-05T13:43:54","modified_gmt":"2022-12-05T18:43:54","slug":"hiring-lessons-viral-posts-basketball","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/hiring-lessons-viral-posts-basketball\/","title":{"rendered":"What We Can Learn About Hiring from Viral Posts and Basketball"},"content":{"rendered":"

You may have read the viral post from LinkedIn<\/a> by Natasha Bowman that described hiring people who \u201cdidn\u2019t shake my hand firmly during the interview \u2026 had four kids \u2026 or was over 60 years old\u201d \u2013 and how those people were fantastic on the job. Her LinkedIn post generated 200, 000 + engagements and it highlights much of what\u2019s wrong with many hiring processes. I\u2019m so glad that a colleague shared it with me and suggested that I discuss it in a blog.<\/p>\n

\"hiring<\/a>Superficial characteristics including being over 40 years old, not attending the \u2018right\u2019 school, or being from the wrong country often (silently) disqualify job applicants before they even get a chance to show what they are capable of.<\/p>\n

This past winter, while recovering from painful tennis elbow, my handshake probably wasn\u2019t very firm because it hurt too much. If someone had attributed that to anything other than an injury, they would have been dead wrong \u2026 I\u2019m glad I wasn\u2019t searching for a job.<\/p>\n

When Hiring, are we Looking in all the Wrong Places?<\/strong><\/span><\/h2>\n

I agree with the theme of the viral LinkedIn post, but with a twist. My version of \u201ctrying something new\u201d when hiring is more specific. I recommend using different hiring criteria.<\/p>\n

As someone with a deep grounding in Work and Business Psychology (officially known as Industrial and Organizational Psychology), I see the value in assessing work-related behaviours and skills as part of the hiring and\/or promotion process. I believe that we can get sidetracked and distracted when we focus on someone\u2019s handshake and irrelevant qualities like where their parents were born or where they attended school. The recent US College Scandal<\/a> destroys the favourable myths associated with many prestigious universities.<\/p>\n

Let\u2019s Bring Back Show \u2026 and Tell<\/strong><\/span><\/h2>\n

\"hiring<\/a>I am an advocate of evaluating relevant soft skills<\/a> plus confirming that somebody has the necessary knowledge and work credentials required for the position (and sometimes I believe that the knowledge, credentials, and experience criteria are inflated but that\u2019s another blog topic). Although soft skills don\u2019t get the attention that they deserve they really are what separates effective performers from lacklustre performers on the job.<\/p>\n

\"hiring<\/a>When I\u2019m involved in helping an organization hire employees, I use simulations<\/a> and\/or standardized behavioural assessments whenever possible. This means that I give job candidates an opportunity to do work-related tasks that show what they can do instead of relying only<\/em> on what they say<\/em> they can do. This helps to prevent articulate people who may underperform on the job from winning the opportunity over the less dynamic but superior candidate who will make much better contributions at work.<\/p>\n

With that said, I recognize that it\u2019s not always easy for business owners or hiring managers to evaluate soft skills including things like initiative, creativity, interpersonal skills, judgment, etc. For some concrete ideas about how I approach hiring, read how Hiring Is Like Dating. Do You Need to Up Your Game?<\/a> To learn why it\u2019s often smarter to invest more time in your hiring process instead of rushing through it and relying primarily on your gut, read What Takes Longer: Hiring an Employee, Or Buying a Car?<\/a><\/p>\n

What We Can Learn from the 2019 NBA Basketball Championship<\/strong><\/span><\/h2>\n

Two recent events highlight much of what\u2019s missing from many workplaces. The first event was former President Barack Obama\u2019s appearance in Ottawa at the end of May 2019. The second event was the 2019 NBA Championship. I\u2019ll explain how these two events are linked and what they tell us about recruitment and hiring.<\/p>\n

\"Barack<\/a>

Barack Obama with Masai Ujiri, Toronto June 2019 (NBA Finals), Photo Credit: Travelweek.ca \/ Canadian Press<\/p><\/div>\n

While in Ottawa, President Obama didn\u2019t deliver a speech, instead he participated in a Q&A. He\u2019s a true basketball fan and he was in Canada during the first time that a Canadian team had made it to the NBA finals. Instead of being drawn into an on-stage debate over which team was better, The Toronto Raptors or the Golden State Warriors, he chose to highlight what made the Raptors so impressive and successful.<\/p>\n

President Obama commented on the fact that the Raptors included people who are often excluded because of where their parents are from or because they didn\u2019t have the \u2018normal\u2019 work history. He praised and highlighted the value of outliers and original thinking that led to the inclusion of unique, atypical players (e.g., Kawhi Leonard, Marc Gasol, and Pascal Siakam). Obama also spoke of the hidden benefits of having a President of Basketball Operations (Masai Ujiri) with an unusual backstory and a fresh perspective on building a team. The implicit message was the wisdom of focusing on what each person can contribute, not if they are like everyone, else as is common with the \u2018right fit\u2019 approach that\u2019s so popular in many organizations.<\/p>\n

 <\/p>\n

Do you need help navigating the world of human resources and work?\u00a0<\/strong>Contact Dr. Helen today for a free and confidential initial consultation by\u00a0phone<\/a>,\u00a0email<\/a>,\u00a0or via direct message on\u00a0Twitter<\/a>,\u00a0Facebook<\/a>, or\u00a0LinkedIn<\/a>.<\/p>\n

 <\/p>\n

More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

 <\/p>\n

I\/O Advisory Services<\/a>\u00a0\u2013 Building Resilient Careers and Organizations.™<\/p>\n

 <\/p>\n

Please share this article using any of the social media icons below.<\/p>\n","protected":false},"excerpt":{"rendered":"

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