What Recruitment Consultants Need to Know – Online Training Session

This 90-minute webinar will cover some basic principles in recruitment and selection.  Despite being basic, the principles are essential in ensuring integrity in delivery of service to the client of a recruitment consultant.  In our work in Asia we come across many recruitment consultants each week.  We value them as clients and recognise from our interactions that much of what they are doing goes against best practice and wish to help!

This webinar aims to address some of these issues and will cover topics such as:

- What information do I need from my client?
- What questions should I be asking my client when I meet with them?
- How do I do a brief job analysis?
- What is a person specification? Why is it important?
- How do I produce a person specification if my client doesn’t give me one?
- How do I choose which psychometric test(s) to use?
- Basic Behavioural Interviewing skills
- What other assessments could I use?
- Is there an easy way to collate all of my data on multiple candidates and rank order it for presentation to my client?

The webinar is aimed primarily at recruitment consultants, however the material covered will be useful and applicable to anybody involved in employee recruitment/selection.

There is a small US$10 fee for the webinar to be paid by credit card at paypal.com* and you will receive details after registration. All paid registrants will receive a one-week access to a recorded version of the webinar at our online learning center. This will help you recap information and will be useful if you are unexpectedly unable to attend the live session.

*Fee waived for PsyAsia clients who have made any purchase in the past 3 months.

The session will be conducted by a fully registered organisational psychologist with years of experience in recruitment, selection and development for multi-nationals as well as governments in Asia.  There will be ample time for questions and answers – if more time is needed, an additional session can easily be arranged without further fee.

The Five Domains of High Performance

Pick a leader – any successful leader. Then search Amazon and see how many books and other publications come up on that person. Abraham Lincoln? 83,642. Gandhi? 61,923. Even Barack Obama, who was widely introduced to the world just five years ago, has 8,670. People love studying successful people.

In the same way that many people have an insatiable appetite to study successful leaders, we in the business world tend to be fascinated with high-performance organizations. What are they like? What do they do differently? Is there a secret recipe that allows them to outperform their competition?

Of course, many books have been dedicated to this subject. From Tom Peters’s and Bob Waterman’s early 80’s best seller In Search of Excellence to Jim Collins’ Built to Last and Good to Great, there has been a succession of books that leaders and managers across the globe have devoured. Programs such as GE’s Six Sigma have trained countless people in how to achieve top performance and consultants have built entire practices around elements of high-performing companies.

While business professionals want to learn more about high-performance organizations in the hopes that they can apply some of the secret sauce to their own organization, many of the companies profiled within the pages of the aforementioned books were unable to sustain high performance. In fact, the number is about half. While much has been written on the subject, the truth is that the ingredients to high performance remain something of a mystery.

Part of the reason is the definition – what exactly do we mean by high performance? Is there a difference between simply surviving (which was the fate of some of the companies profiled in Built to Last, for example) and performing well over a long period? Do we mean companies which outperform others in their own industry or across industries? Over how long a time period does an organization need to perform exceptionally well in order to be considered a “high performer”? And which measures, financial or otherwise, are the best ones to use?

Over the last three decades, i4cp researchers have looked at various ways to define high performance and the traits that separate the consistently top organizations from the rest. Through that time, we have come to recognize high-performing organizations as ones that consistently outperform most of their competitors in four primary areas:

• Revenue growth
• Market share
• Profitability
• Customer satisfaction

And, over the years, our research team has examined well over 100 different core human capital areas and tried to determine the differences between high-performing and low-performing organizations. The research has clearly shown that no single ingredient guarantees organizational success. Rather, high performance is like a delicate entrée – based on a staple of core ingredients any one of which, if left out or of inferior quality, will ruin the entire item.

The Five Domains of High Performance

Our research has shown that there are five basic ingredients which separate higher performers from their lower-performing counterparts:

1. Their strategies are more consistent, clearly communicated and well thought out. They are more likely than other companies to say that their philosophies are consistent with their strategies and their performance measurements mirror their strategies.
2. Leadership is clear, fair and talent-oriented. Those leaders are more likely to promote the best people for the job, to make sure performance expectations are well known and consistent with the strategy, and to be committed to developing their people.
3. There is a commitment to the right talent within the organization, and while employees are treated as unique individuals, the organization takes a holistic approach to managing and making decisions based on data-driven information. This begins with a strategic approach to workforce planning. It entails looking at the organization from an outside-in perspective that identifies the business model components and areas that drive value and then determines what the organization needs.
4. The culture is strong in all the right ways, and employees are more likely to think the organization is a good place to work. Employees not only adapt well to change, they embrace it. High performers also emphasize a readiness to meet new challenges and are committed to innovation.
5. They are more likely to have a strong market focus and go above and beyond for their customers. They are organized internally around what’s best for the customer, they think hard about customers’ future and long-term needs, and their strategy is based on customer data. And they are more likely to see customer information as the most important factor for developing new products and services.

While these five domains – Strategy, Leadership, Talent, Culture and Market – may seem a bit broad or even obvious, the separation our research has shown between high and low performers in these domains is startling. For example, in a just-released study on high performance by i4cp, the following graph depicts this separation:

These findings, along with previous studies, have convinced us to target our research on discovering the best ways for companies to boost their performance in these five domains and the numerous sub-domains within. We’re convinced that companies that focus on excelling in these areas are cooking up a surefire recipe for long-term success.

i4cp’s 4-Part Recommendation:

1. Take stock to determine where your organization stands in these five areas, and be honest – even the best performing companies aren’t always superb in each area. To get an objective view, survey the workforce on these domains as well as use other assessment tools.
2. Once you’ve determined your areas of strength and weakness, make sure senior management is involved in improving on the weak areas while not taking the eye off of the strengths; in tough economies it can be easy to stop focusing on core areas that the company has excelled in. Don’t forget to investigate the practices of other organizations that are excelling in your areas of weakness; it’s amazing how some very simple and inexpensive ideas can make a huge difference in closing the gap.
3. Although companies should focus on the specific tactics for boosting their performance in each of these five areas, it’s important to align the five areas as a whole. Each domain feeds off the others, and ignoring one is like leaving a key ingredient out of a culinary masterpiece.
4. Although these efforts should continue indefinitely to sustain performance over time, organizations should also do regular reevaluations of their progress so they can make course corrections as needed.

View a recording of Thursday’s webinar, The Five Domains of High-Performance Organizations.
Read More…

 Sourced from: HRM Today Featured Posts

Free Webinar – Identity Self-Perception Questionnaire

Attendees will be introduced to this personality assessment which produces the most comprehensive assessment of personality on the market. Key decision-makers will also have an opportunity to trial Identity.

-Overview of the Identity Self Perception Questionnaire
-Scales of Identity
-Derived Psychological Models
-Identity Reports
-Identity Online
-Benefits of Identity
-Applications of Identity
-Comparison with other leading questionnaires
-Identity Accreditation

Click here to register

Human Resource Management Free Webinars

PsyAsia International is pleased to advise that we have published the dates for our final series of webinars in 2009. Webinars are free and open to all non-competitors involved in Human Resource Management, Coaching and/or related fields. These following provides information on the webinars:

4 November: Saville Consulting Wave
You will see an overview of the Wave alongside research that shows the Wave beats other tests on the market in predicting performance at work and leadership. You will also have an opportunity to trial the Wave.

• Overview of the Saville Consulting Wave
• Aptitude Assessments and Personality Assessments
• Brief overview of the various assessments
• Scales of the Saville Consulting Wave
• Features of the Saville Consulting Wave
• Benefits of the Saville Consulting Wave
• Saville Consulting Wave Accreditation (Conversion and Full Module)
• Comparison with other personality assessments

-To register, please click here.
-Then choose “Show all meetings” and click register next to your preferred webinar
-Complete and submit the short registration form
-We will review your registration and send you a link to attend the webinar within a few days
-Kindly note that we take a maximum of 25 attendees at the webinar, so early registration is advised

18 November: Utilizing Competency Profiling to Improve Recruitment and Selection
This webinar will introduce attendees to competencies and how to conduct competency profiling, along with research on the effectiveness of the procedure and outcomes.

• Explaining Competencies
• What is Competency Profiling?
• Why use Competency Profiling?
• Process of Identifying Competencies
• Methods of Identifying Competencies
• Process of Utilizing Competencies for Selection
• How does it help in Recruitment and Selection?
• Research on the effectiveness of Competency Profiling in Recruitment and Selection
• Other areas of Utility for Competency Profiling

-To register, please click here.
-Then choose “Show all meetings” and click register next to your preferred webinar
-Complete and submit the short registration form
-We will review your registration and send you a link to attend the webinar within a few days
-Kindly note that we take a maximum of 25 attendees at the webinar, so early registration is advised

10 December: Identity Self Perception Questionnaire
Attendees will be introduced to this personality assessment which produces the most comprehensive assessment of personality on the market. You will also have an opportunity to trial Identity.

• Overview of the Identity Self Perception Questionnaire
• Scales of the Identity Self Perception Questionnaire
• Range of Application for the Identity Self Perception Questionnaire
• Advantages of the Identity Self Perception Questionnaire
• Identity Self Perception Questionnaire Accreditation Course
• Relative Comparison with other Questionnaires

-To register, please click here.
-Then choose “Show all meetings” and click register next to your preferred webinar
-Complete and submit the short registration form
-We will review your registration and send you a link to attend the webinar within a few days
-Kindly note that we take a maximum of 25 attendees at the webinar, so early registration is advised

Webinars run during the China, Singapore, Hong Kong lunch hour – that is, 12.30pm to 1.30pm.

Job Analysis – A free PsyAsia Webinar

Join us for a free Webinar on January 13

Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide Aims an objectives: Job analysis involves factors which directly relate to the world in which we work.  A job analysis defines the requirements of a particular job such as the duties and responsibilities involved. The webinar will provide individuals with understanding the process of designing a job analysis and the crucial role it plays within an organization.  The main objective is to present an overview of the steps involved in the job analysis process and present the importance of recognizing the value of identifying relevant skills and competencies necessary for jobs. Outline of webinar: -Definition of a job analysis -What is the purpose of job analysis? -Job analysis techniques -How to write a job analysis -Examples -Implications to the organization and employee Title:   An introduction to job analysis Date: Tuesday, January 13, 2009 Time: 12:30 PM – 1:30 PM SGT (Singapore/Hong Kong/China Time) After registering you will receive a confirmation email containing information about joining the Webinar.   System Requirements PC-based attendees Required: Windows® 2000, XP Home, XP Pro, 2003 Server, Vista Macintosh®-based attendees Required: Mac OS® X 10.4 (Tiger®) or newer

Space is limited. Reserve your Webinar seat now at: https://www2.gotomeeting.com/register/911711902

Selection & behavioural interviewing – FREE WEBINAR from PsyAsia International

Selection and behavioral interviewing

Join us for a FREE Webinar on December 9

Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide presents this FREE WEBINAR during the Asia lunch break.

Aims and objectives
The selection and interviewing seminar will provide individuals with an overview of interview styles. An outline of the selection methods, types of tests and basic testing guidelines will be covered. The common mistakes and misconceptions within the interviewing process and the basic guidelines for conducting an interview will be reviewed. By the end of the seminar individuals will have a better knowledge about the interview and selection process and how it can be applied in real world settings.

Outline of webinar
-Purpose of interviews
-Selection methods
-Guidelines for testing
-Types of tests
-Interviewing styles
-Common mistakes of interviewing
-How to conduct an interview

Title: Selection and behavioral interviewing

Date: Tuesday, December 9, 2008

Time: 12:30 PM – 1:30 PM SGT (Singapore, Hong Kong, China time)

After registering you will receive a confirmation email containing information about joining the Webinar. PLEASE DO NOT USE FAKE INFORMATION OR A FREE EMAIL ADDRESS WHEN YOU REGISTER AS YOUR REGISTRATION WILL NOT BE APPROVED!

System Requirements
PC-based attendees
Required: Windows® 2000, XP Home, XP Pro, 2003 Server, Vista

Macintosh®-based attendees
Required: Mac OS® X 10.4 (Tiger®) or newer

Space is limited.
Reserve your Webinar seat now at:
https://www2.gotomeeting.com/register/751745297

Free Webinars in December & January from PsyAsia International

Giving work to the disadvantaged and people with disabilities – an NGO perspective – 2nd December 2008
Rex Chan, Founder, Flowwerks Foundation
Rex Chan from Flowwerk Foundation will present a webinar to demonstrate the work that his NGO is involved in around Asia.  Whilst based in Hong Kong, Rex has big plans to launch his concept across Asia and even further afield.
The disadvantaged and people with disabilities are often ignored as being difficult to accommodate in organisations.  Flowwerk has found ways in which this valuable workforce can apply their skills either in organisations or at the Flowwerks base which is especially equipped with everything to ensure that a good job is done.
Outline of webinar:
-Highlights of upcoming projects to bring disadvantaged youths into the Knowledge-based economy
-Using the internet to level the playing field for People with disabilities
-CSR practice with direct impact on job creation
-How you as an HR professional can help the disadvantaged

Selection and behavioral interviewing  – 9th December 2008
Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide
Aims and objectives
The selection and interviewing seminar will provide individuals with an overview of interview styles. An outline of the selection methods, types of tests and basic testing guidelines will be covered. The common mistakes and misconceptions within the interviewing process and the basic guidelines for conducting an interview will be reviewed.  By the end of the seminar individuals will have a better knowledge about the interview and selection process and how it can be applied in real world settings.
Outline of webinar:
-Purpose of interviews
-Selection methods
-Guidelines for testing
-Types of tests
-Interviewing styles
-Common mistakes of interviewing
-How to conduct an interview

Employee motivation – 16th December 2008
Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide
Aims and objectives:
Employees are motivated by several factors which have to be considered when evaluating performance, as motivation can affect productivity and the way employees work. The employee motivation webinar will aim to provide individuals with an understanding of the basic theories of motivation and how they can be applied to the world of work. An introduction to the topic will be beneficial for anyone working in a business environment as understanding motivation concepts might explain why certain individuals perform better than others when placed in the same environment. 
Outline of webinar:  
-Definition of motivation
-Factors involved affecting motivation
-Theories of motivation
-Application to the environment

Introduction to job analysis  – 13th January 2009
Komal Hiranandani, Intern Psychologist, PsyAsia International & University of Adelaide
Aims an objectives:
Job analysis involves factors which directly relate to the world in which we work.  A job analysis defines the requirements of a particular job such as the duties and responsibilities involved. The webinar will provide individuals with understanding the process of designing a job analysis and the crucial role it plays within an organization.  The main objective is to present an overview of the steps involved in the job analysis process and present the importance of recognizing the value of identifying relevant skills and competencies necessary for jobs.
Outline of webinar:
-Definition of a job analysis
-What is the purpose of job analysis?
-Job analysis techniques
-How to write a job analysis
-Examples
-Implications to the organization and employee

All webinars run during the China, Singapore, Hong Kong lunch hour – that is, 12.30pm to 1.30pm.

To register for the FREE webinars, please go to: http://psyasia.com/hr_seminars.htm

Please note that we need to approve your registration.  PsyAsia welcomes all genuine HR professionals and anybody aligned to this industry. We will not approve fake registrations, ie those containing bogus information in the registration form or those supplying free rather than corporate email addresses. Thank you for your understanding.