Ethnic penalty in sociology is defined as the economic and non-economic disadvantages that ethnic minorities experience in the labour market compared to other ethnic groups. As an area of study among behavioral economists, psychologists, and sociologists, it ranges … Continue reading #HR #Word :#Ethical #Penalty
Acqui-sourcing meaning (acquisition + sourcing) translates to sourcing for acquisition; is a newly coined term, word or phrase, that is in the process of entering common use.
Acquisourcing is a solution for companies that are interested in acqui-hiring ( Refer Wiki Link). There is a school of thought that as demand increases for talent (especially technical talent) it becomes harder and harder to recruit (acquire) that talent.
Some companies are turning to a technique called [acquihiring] wherein they acquire whole workforces by purchasing a company just to acquire that company’s workforce. Many times product lines and market verticals are discarded in this process – the (only) objective being to acquire a talented workforce. acqui-hiring (acquisition + hiring) translates to hiring by acquisition.
Acquisourcing is the function of searching out (sourcing) those companies to be purchased (specifically for their workforces) by identifying and speaking with their owners about their willingness to be acquired by another company. It is new terminology in the recruiting, market development, competitive intelligence and mergers & acquisitions (M&A) space.
One feature that is driving acquihiring and the need for acquisourcing is the desire to acquire whole teams inside companies because there is recognition emerging that development efforts are many times enhanced by a team that already works well together.
Acquisourcing is a process that identifies a potential acquisition candidate followed by a live approach to the owner(s) with an inquiry as to their interest in being acquired by (or partnering with) another company.
Source : Wiki
Crowdsourcing recruitment applies the principles of an employer using a community of independent recruiters to source resumes for a particular job.
Amazon, Cisco, Facebook, GE, IBM, Pepsi, Starbucks, PG; what do all these companies have in common, apart from being creators of world class products and services? Answer; they have all used crowdsourcing techniques at one point or another to generate ideas that have already or are expected to turn into new product and service innovations.
Excerpts from Recruiter.com
“The type of work that optimizes your performance is deep work.”
The idea of ‘deep work’ is nothing new. The term was recently coined by Cal Newport, a professor, scientist, and author of “Deep Work: Rules for Focused Success in a Distracted World.” Below are few extracts.
How to create meaningful work
Deep work does not have to be tedious. In fact, it can be enjoyable, creative, meditative, and thought-provoking. Here are some tactics to integrate the principles of deep work into your schedule:
- Work deeply. It takes great patience and practice to get to the point where you can integrate long stretches of deep work into your schedule. Newport created an equation to explain the intensity required of deep work and compared it to students who pulled all-nighters in college.
Work accomplished = (time spent) x (intensity)
Work at a high level with dynamic and intense intervals that increase over time to produce a desirable outcome. Get in the zone for at least 90 minutes and build up to periods that last anywhere from two to four hours, or more.
- Protect your time. Maintain a set of rituals and routines to ease deep work into your day more easily. Try implementing scheduling tactics into your workflow like:
Tallies – Keep a tally of the hours you spend working, or when you reach important milestones like pages read or words written.
Deep scheduling – Try scheduling deep work hours well in advance on a calendar, like two or four weeks ahead of time.
Scheduling and tracking time has a huge benefit of giving time back. Many academics, authors, and scientists have been able to produce ample amount of work while working normal hours and having time for personal pursuits or family on evenings and weekends.
- Train your brain to do nothing. Try for a moment, to sit still and do nothing. How long do you find it takes until the social stimuli and buzzing signals of your mobile device prove too much? If you can embrace sitting quietly meditating or thinking, or even staring into space, then you can train your brain to spend more time in deeper work.
- Quit swimming upstream. Decide for yourself what restrictions you can place on email and social media by removing it from your work week altogether, or by logging out and staying off for an entire day. Evaluate your personal and professional life and experiment where social fits and where it doesn’t. Your result may be a month-long digital detox, or completely cutting the cord on social.
- Cut the shallow work. Endless meeting requests and instant email responses are turning knowledge workers into ‘human routers’ that create the shallow work that defines many of workplaces. We’ve been groomed to reply and respond because it feels like we’re accomplishing something, when in reality, we’re not.
“Spend enough time in a state of frenetic shallowness,” Newport warns, “and you permanently reduce your capacity to perform deep work.”
Courtesy :Excerpts from below link 👇
An interesting Article published on Forbes News letter. The suggestions are practical and can be easily incorporated in one’s Resumes.
But, it all depends how a Recruiter Or Hiring Managers perceives such Resumes, Many of them are still not updated and just pushing their old school of thoughts.
Below is the Link to the article. Happy Reading.
Self-handicapping is a cognitive strategy by which people avoid effort in the hopes of keeping potential failure from hurting self-esteem.
Self-handicapping can be seen as a method of preserving self-esteem but it can also be used for self-enhancement and to manage the impressions of others.
This conservation or augmentation of self-esteem is due to changes in causal attributions or the attributions for success and failure that self-handicapping affords.
There are two methods that people use to self-handicap:
1. Behavioral and
2. Claimed self-handicaps.
People withdraw effort or create obstacles to successes so they can maintain public and private self-images of competence.
Self-handicapping is a widespread behavior amongst humans that has been observed in a variety of cultures and geographic areas.
For instance, students frequently participate in self-handicapping behavior to avoid feeling bad about themselves if they do not perform well in class.
Self-handicapping behavior has also been observed in the business world. The effects of self-handicapping can be both large and small and found in virtually any environment wherein people are expected to perform.
If people believe that they are going to fail, they create obstacles and excuses to justify their failures. There are many real world applications for this concept.
For example, if people predict they are going to perform poorly on tasks, they create obstacles, such as taking drugs and consuming alcohol, so that they feel that they have diverted the blame from themselves if they actually do fail. In addition, another way that people self-handicap is by creating already-made excuses just in case they fail.
Source: HR Groups