#6Things: NASA, ROWE and NOPE

When She’s Right, She’s Right

The latest report from Aptitude Research Partners dives into ten different recruitment marketing companies and co-founder Madeline Laurano (@madtarquin) nails it when she says:

“For talent acquisition professionals, the shift from a reactive to a proactive model can only happen when you stop thinking like recruiters and start to think like marketers.”

Get the full report here. (Aptitude Research)

ROWE, ROWE, ROWE Your Boat

Mike Haberman (@MikeHaberman) asked a great question about ROWE and hourly workers and it reminded me that ROWE used to be a thing. It brings up a great question. Does every employee want ROWE until it affects their paycheck? If someone is an hourly worker, does ROWE even make sense for them? What if ROWE is implemented company-wide and affects hourly workers…or conversely doesn’t and then you have resentment? Good stuff. (Facebook)

MINIMUM WAGES RISE, JOBS FALL

Can it be true? Were all the jerks in your facebook feed right? Is it impossible have a higher minimum wage and still employ multiple people? Will your job get outsourced to a robot like 2 months after you finally nail that coveted $15 an hour? According to this guy at Forbes, it’s true and Target and Wendy’s have “proven” it. (Forbes)

QUIT INTERRUPTING ME!

Check out this plugin to your Chrome. (TNW)

Did you call me incompetent?

If you’re a dude, yes. Just kidding. But this HBR article from four years ago is a damn work of art. To wit:

In my view, the main reason for the uneven management sex ratio is our inability to discern between confidence and competence. That is, because we (people in general) commonly misinterpret displays of confidence as a sign of competence, we are fooled into believing that men are better leaders than women. In other words, when it comes to leadership, the only advantage that men have over women (e.g., from Argentina to Norway and the USA to Japan) is the fact that manifestations of hubris — often masked as charisma or charm — are commonly mistaken for leadership potential, and that these occur much more frequently in men than in women.

Yes, I know. NOT ALL MEN. (HBR)

Sorry, our software doesn’t DO that.

Well, it could. NASA just released a ton of free, powerful and awesome software for you to try, so you obviously should. What’s NASA got to do with hiring, you ask? Read it and WEEP!

Tell HR they’re about to blast off with aerospace-grade hiring practices. First there’s the Integrated Cognitive Assessment Tool: Combining Person, System, and Mission, which tells you whether someone is capable of performing a certain job in space — or in sales.

Then, in order to be sure you’re not hiring a klutz, submit them to the Fine Motor Skills iPad test. It’ll prove they can operate a touchscreen interface without bringing the company down. (In fact, this might be useful for testing prosthetic hands and robotics.)

Never read a cover letter again. Just unleash the Semantic Text Mining and Annotation for Information Extraction and Trend Analysis Tool on the pile of resumes you’ve got waiting for your attention and have it flag any with certain combinations of “social media” and “guru” it might find.

You’re welcome. (TechCrunch)

Maren Hogan

Maren Hogan is CEO of Red Branch and general Bad@$$

Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. Maren started Red Branch Media and, before she hired all the smiling faces you see below, she ran it on her own. In marketing for over 15 years, she has deep experience in strategic campaigns and a long-term, results-based operational approach.