When leaders need to hire, they first look at a resume. When leaders need to assign work, they do so based on skill set and past performance. When leaders promote, they consider potential leadership skills.
In each of these situations, leaders forget one very important thing.
Naturally, as a full time recruiter I spend an exorbitant amount of time pursuing LinkedIn profiles. It’s a recruiter’s most frequent online destination when being charged with filling a job opening. While not all profiles are created equal, it never fails that every couple weeks I run across a real doozy. These are profiles that have all the right endorsements and employment experience but are hamstrung by a truly cringe worthy profile photo.
Some of us are detail oriented while others are more focused on the big picture. Both are important, but there are times when being more detail oriented can be a major differentiator. I had a personal experience yesterday that brought this home to me.
On May 11, @shrmnextchat chatted with #SHRM16 speakers @Brad Karsh and @JenniferLeeJB about the Power of Personality in Professional Development.
In cased you missed this fun, fast and information-packed chat, you can see all the tweets here:
Professional development is an essential part of any successful talent management strategy—and no one understands that better than human resources professionals. While developing employees within the organization is a must to ensure a competitive edge, HR professionals must also take care to nurture their own career growth and advancement.
How to handle toxic personalities at work.
You won’t find it on a resume, but it’s one of the most important factors a worker brings to the job: personality.
Some personality types are so toxic they can poison everyone around them.
