Author Archives: Larry Janis

Why leadership development doesn’t change some people

By Jack Zengerjz

Statistics show that 40% of people are unaffected by leadership development. Here are the steps you should follow to turn the non-responders around.

My firm Zenger Folkman measures leadership effectiveness using a 360-degree feedback process in which 15 or so subordinates, peers, and the boss pool their perceptions of a leader. They complete an on-line assessment and the results are then passed onto the leader who was assessed. By repeating that measurement every 12-18 months, the organization can monitor the collective amount of change that comes from any development program. The difference scores tell you whether or not the leader in question has made significant change. (more…)

Exactly What To Say When An Interviewer Asks How You Would Change Their Company

by Molly Petrilla

Hiring managers know their companies aren’t perfect, so saying that you can’t think of a single thing to change is never a good response.

What would you change if you worked here?”

Uh oh. You may have just teetered across the “tell me about your biggest weakness” tightrope, and now there’s another challenging question on the table. It’s important to sound inventive but realistic, yet avoid trashing a potential employer or coming off as a know-it-all.

But be ready for it, because the change question has become increasingly popular. “I love this question and ask it in every interview,” says Alina Tubman, a career consultant and campus strategist who has conducted hundreds of on-campus recruiting interviews. (more…)

What is top talent and how is that identified?

As a part of our talent acquisition engagements, we ask our clients how they define “top talent” and how they would assess those traits in the interview process.  Reflecting on the insightful comments we hear every day, we thought there would be great value in a new blog in which senior executives/thought leaders share their “Take on Talent.”

This is the eleventh in a series of blogs/interviews with senior executives who are thought leaders in the areas of Talent Acquisition, Career Development and Leadership who will share their perspectives on this ever present question.

 

monty

Monty Hamilton is Chief Executive Officer of Rural Sourcing Inc. (RSI) and is responsible for the company’s strategic direction and growth, including the launch of 10 new development centers with 2,000 colleagues across low cost of living, high quality of life locations in the United States. This is his second entrepreneurial startup venture after leaving Accenture in 1995. Monty joined together with four other colleagues to build Clarkston Consulting where he was instrumental in growing Clarkston into a global strategic and systems integration firm with offices across the US and Europe.

He is a sought after speaker on outsourcing, domestic sourcing and workforce development topics and has recently been featured on CNBC, BBC, NPR radio and at various industry events. His achievements were recognized recently by being named as a regional finalist for the 2015 Ernst & Young Entrepreneur of the Year Award.

Monty holds an M.B.A. from the Cox School of Business at Southern Methodist University and a B.B.A. in business from Millsaps College. (more…)

This 60-Year-Old Theory Can Help You Nail Your Next Job Interview

by Liz Alexander

You need to showcase the higher-order thinking skills computers haven’t mastered and your peers aren’t highlighting.

Day by day, year by year, machines are taking over basic tasks like data collection and processing, leaving the higher-order stuff to humans. The more automation eats away at the edges of our jobs, the more we’ll need to show we’re still masters of the type of thinking skills robots can’t yet do.

That trend is pushing a framework developed more than six decades ago back into the fore. In 1956, the education theorist Benjamin Bloom and his colleagues developed what’s since become known as Bloom’s Taxonomy, a hierarchy of six types of cognitive goals they believed education should address. In 2017, it’s looking more relevant than ever.

Image: Fractus Learning

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Head of HR for North America

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Our Client

A leading NYSE publicly traded global technology services/software engineering company.  Headquartered in  PA, the client is focused on delivering results through best-in-class software engineering, innovation, strategy, consulting and design capabilities. With over twenty years of experience in the information technology industry, the client’s nearly 20,000 employees serve customers in over 25 countries across North America, Europe, Asia and Australia.   The client appears on FORBES 25 Fastest Growing Public Tech Companies and on FORTUNE’S 100 Fastest Growing Companies.

Job Description

Reporting to the Chief People Officer, the Head of HR for North America will be responsible for human resources strategy and operations/execution, serving the people and talent needs for employees at all levels.   The head of HR for North America will manage 7-10 direct reports and lead a total team of 15 serving an employee population of over 1300 professionals throughout the United States, Canada and Mexico. (more…)