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July 26, 2018

Book Review – The Happy Employee

Filed under: Reviews — Tags: , , , , , , — Shalini @ 1:31 pm

It’s #review Time.

It’s Thursday and we are back with our weekly review. I know I have not reviewed a book in a long time but we did review some conferences and events in the meanwhile. I promise to be regular now though. These books take time to finish and that too when I am reading almost in every 5-minute window I get between other things I do. Anyway, let’s move on.

The book I am reviewing this week is not a new one. It’s an old book. THE HAPPY EMPLOYEE.

 

THE HAPPY EMPLOYEE – JULIA MC GOVERN  and SUSAN SHELLY

Why am I reviewing it is not the question, the question I am asking myself is why have I not reviewed it till now. This book was written by Julia Mc Govern and Susan Shelly and published by Adams Media in 2008. The first South Asian Edition was published in 2010. I remember buying a set for my office in 2012. Each and every employee in my office is given this book as a gift on the day of joining. They are supposed to read it and I know they don’t, mostly. So now, I owe a review to this book.

Not a very famous book, not the bestsellers kind, but definitely a book, which every recruiter must read. Are you a recruitment executive, Hiring associate, a trainee in a hiring firm, learning the Knick knacks of recruitment in a consulting firm, are you the one handling bulk interviews and placement projects from the scratch, if yes, you need to read this book before any else. Though the book cover says “101 ways for managers to attract retain and inspire the best and brightest”. But honestly, few can be ignored, keeping in mind that the time now has changed and we don’t need those ways anymore.

 

 

WHY should you read this book?

It talks basics: Unlike all the stuff that I read these days related to HR, Recruitment, Business, etc. is mainly into leadership, tech, AI, etc. But Hello! There is a section of industry which still needs basics.  This book is for setting the basics right. Let’s work on the foundation first. The basics of Interviews, How to attract top talent, what is talent, how to retain employees, how to get ready for interviews, how to conduct interviews, etc. etc. These basics make this book a must-have for those who believe in building a strong foundation before taking that leap.

 

It’s practical: We work in the real world, dealing with real people in real time scenarios and then some of the theoretical assumption and projection just simply fail. Who cares for theory? This book offers a few very practical examples to solve the daily work problems of a Hiring professional whether a manager or an intern. Like the “Seven-step smart hiring process”, “knowing the legal implications of an interview”, “a checklist for selecting the best candidate”, “what to include in an offer of employment” etc. etc. These sound obvious and “of course I know it”. But we all know, we need a reminder.

 

Awesome examples – real ones: This book will keep you hooked because whatever it says, it proves it or validates it with an example /quotes. Jack Welch on picking the right people, Roger E Herman on the presence of top-flight employees, case studies of Alcon laboratories, Cisco systems etc.

Real and relatable– The book’s language is real. The titles and topics are not too fancy to sound beyond understanding. It’s simple and very relatable, friendly language. For example, few topics are “nobody is perfect, but let us try harder”, “Avoiding the NICE GUY trap”, “you are not the lone ranger’, “MBWA – Management by walking around”, “Be a visible boss”. “Seven sins of deadly meetings” These titles make me want to read it, even if I believe I know this stuff, still.

 

 

“What could have been better?”

Case studies – Few impactful case studies would have been a good idea. Though there are examples and quotes, they are in the beginning and are very few, good but few. Case studies have a stronger impact on a reader while trying to understand a concept, for instance, MBWA. I would know it works and is necessary if I read a case study or a specialist’s example to prove it.

Where is the DATA? – It doesn’t talk about Data in any way. I didn’t see any reference to numbers or figures, apart from few small quotes. The points being reinforced or mentioned are right, I know it from experience but a fresh mind who is still learning would need some numbers to validate it in his/her head to give it a try.

Does not talk technology – Maybe because it was written in 2008. Tech was still trying to invade and had not penetrated completely, HR was still sidelined function. But a little reference with technologies emerging and how it can help managers or hiring teams to perform better, what are the challenges we can face in future as a recruiter would have made this book a wholesome one.

In whole this book is old but deserves to be on your bookshelf for reference purpose. This can be a good reference book for designing beginners training programs and as I said, initially, it will be a good gift for your fresh joiners in the recruitment team. You can order this book in both Kindle and paperback edition here

I try to review one book every month, please mention or suggest if there is any book you want me to review. I am honest and I don’t really like sugar. On my blog, I review books related to HR, Recruitment, Business, Leadership, HR Tech etc. only. Apart from that, if you want reviews, ask me directly on my twitter handle @shaliniHarnot

July 20, 2018

TweetChat – A collective review of this underrated activity on Twitter.

Filed under: Reviews — Tags: , , , , , , — Shalini @ 6:14 pm

Let’s talk about tweet chats.

Why? Because everyone is tweet chatting. Tweet chats are not the latest but the easiest way of engaging people on Twitter. In the last one year, I have participated in more than 100 tweet chats. I love tweet chats. I participate mostly in tweet chats related to HR leadership, HR tech, Recruitment, Social media, entrepreneurship, books, women empowerment, etc., basically all the topics I like. There were several kinds of tweetchats, like pre-event tweet chat, pre-talk tweetchat, and pre-launch tweet chat, a special day marking tweetchat, post-event tweetchat, contest tweetchat, awareness campaign tweetchat, influencer tweetchat and what not. The ideas, concepts, titles, and handles are different but the motive behind every tweetchat remains the same, “ENGAGEMENT” and that’s what anyone would expect from a tweetchat, “Is it engaging enough”?

Who determines if a tweetchat is engaging enough- THE HOST

The person or persons who are hosting the tweetchat are totally responsible to make sure that the tweetchat serves its very purpose of engagement. So for that, one should never forget these two things about engagement – engagement starts with paying attention and goes on with follow up. The host whether it’s a person or a company must pay attention to what’s being written. Every person who is on that tweetchat, matters. Everything he/she writes, matters. Pay attention and engage.How? A simple like, or a comment or a reply or retweet, whatever, engage.  Don’t let it get lost just like that. For example, the host said, “I love the concept of compassionate leadership”. The participant said, “I don’t”. The host must engage and probe, “What are your views about it”. It’s just an example of carrying it on, taking it forward. Even a simple thumbs up or a smiley can do the trick. Following up is nothing but responding and stimulating. Stimulate by asking further questions, follow up and engage, don’t let the words fall into a cyber vacuum. That’s the whole idea.

 

It’s not Q&A – its CHAT.

The format of tweetchat has become more like a Q&A session and that’s not compulsory. I reckon that’s to initiate a discussion but then that discussion never happens and it becomes a quiz session where the host is bombarding question after question and people are giving answers. Where does that take the tweet chat? It becomes a classroom, with the host as a quiz master and a whole class of participants, giving their best. It should be rather like a panel talk. In a panel talk, the moderator plays the role of a stimulator, a collaborator of talks. The host of the tweet chat should act like a moderator of panel talk, where everybody who is participating is on the panel. Moderator has a point of view, but since he/she is a moderator, has to be neutral and should voice every opinion, that came on the table. So make it more like a chat, a group chat, a panel discussion, where everybody talks and everybody listens and not like a classroom. It’s not mandatory to throw a question. Just saying. Think better than that.

 

Stay relevant and have fun

Adding a little quirk and fun to the tweet chat only helps. There is no need to be all serious and jargon-filled. Keep the chat real, relevant and fun filled. That’s how chats are supposed to be. Not to take any comment which is against your opinion or matter of liking as a personal attack and always keep it light. It’s a tweet chat. I remember joining few tweet chats and then leaving just because they were not fun at all. Remember staying on many because I felt they are relevant and fun too.

 

Tweet chats I love

I have joined many tweetchats. More than 100, from almost 10 different platforms. Here I’ll name the few I enjoy the most. Tweetchats by Peoplematters, especially before any event, though they can definitely be far better if they reduce the number of questions asked and increase the engagement level. I totally Love the tweetchat by SHRM #Nextchat. The engagement level of this tweetchat is insane, people look forward to it, they are fun-filled, and also full of so many insights. There are many tweetchats apart from these, which I have been joining on regular basis but these two stand out when we talk about HR Industry tweetchats.

I would like to mention here about the tweetchat I enjoyed the most in the last one year and why? A tweetchat organized by Penguin India. This was a contest tweetchat. I didn’t win anything but I had so much fun. I remember every participant of that tweetchat sharing the same emotion. The engagement level was superb, the host was awesome. Highly energetic, involved, funny, quirky, came up with one-liners and replied to every single tweet and that too in a very interesting way. Kept a very subtle mix of talking business and establishing connect. The tweetchat lasted for an hour. The topic was very simple, (I don’t even remember now) but the host was praised throughout the tweet chat by all the participants for being so cool and highly engaging. That’s how tweetchat should be.

Hoping and looking forward to participating in more tweet chats, whether in HR or Tech or entrepreneurship, to get better every time. The most engaging feature of twitter is tweetchat, let’s use it efficiently.

In case, you would like to connect with me on twitter, my handle @shaliniharnot

 

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