Values Based Staffing

A set of tools and practices to enhance staffing based on common values.

Overview

Clients want staff who will thrive and candidates want to join an organization where they will thrive.  

Companies face a severe shortage of good candidates.  Candidates face a different severe shortage; they have many choices but very little information about where they will excel.   That candidates often move after two years, the minimum acceptable tenure, is strong evidence that the current staffing approach serves neither clients nor candidates.  This churn may seem to benefit staffing organizations but low value output places strong downward pressure on profits.

Given that it is thriving, clients and candidates want a relationship to last more than two years.  This puts more emphasis on longer term and less on two, five, or even twenty hours of evaluation.  Personality has failed because it is too general and not tuned to a particular organization over the last few years. Selection by HR is very weak.

This is an effort to deliver value to all stake holders: clients, candidates, and staffing organizations.

The big idea is to find a set of characteristics which identify individuals who actually have thrived in a particular organization recently.  Use these characteristics to inform the staffing process, measure the outcomes, and adapt i.e. science.

 

 

If this intrigues you then contact Brian Mason to join the conversation.

 

Recent Activity

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Wednesday, July 13

  • 2:05am
    ...
    Changes to Body
     
    work that heavily informs this effort:
     
    work that heavily informs this effort:
     
    Superforecasting [2] take away: The strongest predictor of rising into the ranks of superforecasters is perpetual beta, the degree to which one is committed to belief updating and self-improvement.  It is roughly three times as powerful a predictor as its closest rival, intelligence.  Specific experience is of no statistical significance.
     
    Superforecasting [2] take away: The strongest predictor of rising into the ranks of superforecasters is perpetual beta, the degree to which one is committed to belief updating and self-improvement.  It is roughly three times as powerful a predictor as its closest rival, intelligence.  Specific experience is of no statistical significance.
      +
     
     
    Career anchors [3] take away: A career anchor is the one element in your self-concept that you will not give up, even in the face of difficult choices.  Being in a situation not compatible with your core values results in significant loss of morale and productivity.
     
    Career anchors [3] take away: A career anchor is the one element in your self-concept that you will not give up, even in the face of difficult choices.  Being in a situation not compatible with your core values results in significant loss of morale and productivity.
      +
     
     
    Schwartz Theory of Basic Values [4] take away: Values can the measured and are the most persistent personal attribute through adulthood.  Successful groups strongly exhibit similar values.  
     
    Schwartz Theory of Basic Values [4] take away: Values can the measured and are the most persistent personal attribute through adulthood.  Successful groups strongly exhibit similar values.  
      +
    Read more

Tuesday, October 2 2018

  • 11:17am
    Overlord updated Thrive?
    Changes to Body
     
    Organizations want staff who excel and candidates want to join an organization where they will excel.
     
    Organizations want staff who excel and candidates want to join an organization where they will excel.
    -
    One way to measure thriving is say in the last two years the medium pay increase has been 11% in an organization.  Some have earned 20% or more so are thriving.
    +
    One way to measure thriving is say in the last two years the median pay increase has been 11% in an organization.  Some have earned 20% or more so are thriving.
    Read more

Friday, March 2 2018

  • 2:10pm
    Brian Mason updated HR?
    Changes to Body
     
    People tend to prefer and choose people like themselves.
     
    People tend to prefer and choose people like themselves.
    -
    Having HR screen candidates tends to select candidates like those in HR.
    +
    Having HR screen tends to select candidates like those in HR.
     
    How many people in HR are thriving [1] in your organization?
     
    How many people in HR are thriving [1] in your organization?
     
    Better to hire people like those who actually thrive in your organization. 
     
    Better to hire people like those who actually thrive in your organization. 
     
     
     
    [1] https://myally.co/node/727
     
    [1] https://myally.co/node/727
    Read more

Wednesday, October 11 2017

  • 9:16am
    Changes to Body
     
    work that heavily informs this effort:
     
    work that heavily informs this effort:
     
    Superforecasting [2] take away: The strongest predictor of rising into the ranks of superforecasters is perpetual beta, the degree to which one is committed to belief updating and self-improvement.  It is roughly three times as powerful a predictor as its closest rival, intelligence.  Specific experience is of no statistical significance.
     
    Superforecasting [2] take away: The strongest predictor of rising into the ranks of superforecasters is perpetual beta, the degree to which one is committed to belief updating and self-improvement.  It is roughly three times as powerful a predictor as its closest rival, intelligence.  Specific experience is of no statistical significance.
      +
    Career anchors [3] take away: A career anchor is the one element in your self-concept that you will not give up, even in the face of difficult choices.  Being in a situation not compatible with your core values results in significant loss of morale and productivity.
      +
    Schwartz Theory of Basic Values [4] take away: Values can the measured and are the most persistent personal attribute through adulthood.  Successful groups strongly exhibit similar values.  
     
     
     
    [1] http://myally.co/node/727
     
    [1] http://myally.co/node/727
     
    [2] https://www.amazon.com/Superforecasting-Science-Prediction-Philip-Tetlock/dp/0804136718
     
    [2] https://www.amazon.com/Superforecasting-Science-Prediction-Philip-Tetlock/dp/0804136718
      +
    [3] https://rapidbi.com/careeranchors/
    ...
    Read more

Sunday, October 8 2017

Monday, October 2 2017

  • 11:49am
    Changes to Body
    -
    We are trying to forecast for clients and candidates who will thrive in a particular organization.
    +
    We are trying to forecast for clients and candidates who will thrive [1] in a particular organization.
     
    work that heavily informs this effort:
     
    work that heavily informs this effort:
    -
    Super Forecasting [1]
    +
    Superforecasting [2] take away: The strongest predictor of rising into the ranks of superforecasters is perpetual beta, the degree to which one is committed to belief updating and self-improvement.  It is roughly three times as powerful a predictor as its closest rival, intelligence.  Specific experience is of no statistical significance.
     
     
    -
    [1] https://www.amazon.com/Superforecasting-Science-Prediction-Philip-Tetlock/dp/0804136718
    +
    [1] http://myally.co/node/727
      +
    [2] https://www.amazon.com/Superforecasting-Science-Prediction-Philip-Tetlock/dp/0804136718
    Read more
  • 9:09am
    Changes to Body
      +
    We are trying to forecast for clients and candidates who will thrive in a particular organization.
      +
    work that heavily informs this effort:
      +
    Super Forecasting [1]
     
     
      +
    [1] https://www.amazon.com/Superforecasting-Science-Prediction-Philip-Tetlock/dp/0804136718
    Read more
  • 9:04am

    Organizations want staff who excel and candidates want to join an organization where they will excel.

    One way to measure thriving is say in the last two years the median pay increase has been 11% in an organization.  Some have earned 20% or more so are thriving.

Saturday, September 30 2017

  • 5:38pm

    We are trying to forecast for clients and candidates who will thrive in a particular organization.

    work that heavily informs this effort:

    Superforecasting take away: The strongest predictor of rising into the ranks of superforecasters is perpetual beta, the degree to which one is committed to belief updating and self-improvement.  It is roughly three times as powerful a predictor as its closest rival, intelligence.  Specific experience is of no statistical significance.

     

    Career anchors take away: A career anchor is the one element in your self-concept that you will not give up, even in the face of difficult choices.  Being in a situation not compatible with your core values results in significant loss of morale and productivity.

     

    Schwartz Theory of Basic Values take away: Values can the measured and are the most persistent personal attribute through adulthood.  Successful groups strongly exhibit similar values.  

     

     

  • 8:54am

    Many personality inventories exist to show who should do well in a type of work.  We use values to determine who actually thrives in a particular organization.

Friday, September 29 2017