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性格是你的前途的絆腳石?
Is your personality holding you back? bbc Ronald Alsop
Introverts need not apply to work at French
beauty giant, L’Oreal. If they do, recruiters probably won’t select them, and
should they somehow manage to get hired, they aren’t likely to thrive at the
company.
I tell them that if they lie to me and we
get married, we may get divorced. —
Frederique Scavennec
That’s just one of many personal
characteristics the company considers when it seeks employees who will fit the
company culture. L’Oreal prefers confident, outgoing employees because “we
believe ideas come out of confrontation — we will always challenge you and we
want you to defend your views,” said Frederique Scavennec, vice president for
global talent acquisition. “You also need to have passion, be entrepreneurial
and be able to connect with others. Without those, you will die at L’Oreal.”
To try to keep casualties to a minimum,
L’Oreal uses various techniques to size-up job candidates’ personalities. For
example, it might put applicants through a product or advertising exercise,
evaluating their creativity and storytelling skills. To find students who are
both creative and collaborative, the company also runs its annual Brandstorm
competition, challenging university teams to work together to devise a
marketing plan for one of its products.
More businesses are following L’Oreal’s
lead to try to ensure that their hires fit well with the corporate culture.
They hope to detect attributes like
patience, persistence, curiosity, agility and appetite for risk-taking by
subjecting candidates to personality tests and multiple behavioural interviews.
Some employers also observe potential hires in situations where they must
interact with other workers. And there are even online games that assess
everything from creativity to empathy.
Work experience still trumps all other
qualifications in the recruiting process, but personality and fit with the
culture ranked ahead of such factors as leadership experience in a 2014 survey
of more than 2,300 chief executive officers, human-resource managers and other
executives in 18 countries. The study, by Universum, a consulting firm for
employer branding, found nearly half of respondents rate personality profile as
one of the most important hiring considerations and about 40% cite culture fit.
Only 16% consider the university an applicant attended to be important.
In the study, 44% of the people surveyed
said they currently use what Universum calls persona-based recruiting, and 69%
said they will do so in the future.
Disastrous pick
Picking the wrong personality is expensive
for both employee and employer. The individual will be unemployed, while the
employer will have wasted thousands of dollars on recruiting and training.
“I don’t want people to leave after six
months, so I start all my interviews by telling them to be transparent and not
play games,” Scavennec said. “I want to know what makes them happy and unhappy
and how they react to events. I tell them that if they lie to me and we get
married, we may get divorced.”
Q:
Is your personality holding you back?
Is your personality affect your future?
How can find a job match your personality?
Are you an introvert person or extrovert
person?
How to have passion in your job? How to be
energetic in life?
If you were an employer what employee you
want recruit?
How to do personality tests?
人生勝利組
How and why you
should become a winner in life! motivationgrid
Since ancient times,
society has always praised winners. Winning is and has become the central core
of society , and everything that we do revolves around this one dynamic. And I
just want to add a favorite quote “Winners never quit and quitters never win”.
The
benefits of winning
Victory tastes very
sweet and there are many advantages to winning, as the harder the win was, the
sweeter the taste of victory is. You start feeling better about yourself
and you improve your confidence, you boost up your morale and your desire to
win, becomes greater than the fear of losing.
Form
a winning habit
Strange right? But
that’s what you have to do. You have to form a winning habit, and habits are
hard to develop. To form a winning habit, you need to start looking things at a
different perspective, you have to look at them like challenges. You should try
to challenge yourself daily, form a habit of doing every day something you
couldn’t do before.
Don’t
be afraid to fail
You shouldn’t be
afraid to fail, what you should do is learn to accept your failures as a
lesson. You shouldn’t let failing demotivate you, you should get the best out
if it, and that’s the lesson and you should use that lesson as a guide to help
you win next time.
Be eager to
learn every day
Try to learn
something new every day, read a book or meet new people or do something
different. Because when it comes to winning, having more knowledge is basically
power.
Take
risks
Don’t be afraid of
taking a risk. Because if you are too cautious, you might miss the opportunity
and you might not have a second one.
Stay focused
Keeping your focus
towards the finishing line is what matters. Don’t slack, always keep your
mind and focus towards your goal. Because if you are not focused, then you are
not doing things seriously! And if you are not doing things seriously you can’t
become a winner guys.
Q:
How and why you should become a winner in
life?
How to motivate yourself?
What are the benefits of failure?
What are the benefits of winning?
How to form a winning habit?
How to learn something new every day?
“knowledge is basically power” what do you
think about this quote?
你的性格是你的前途的絆腳石?
羅納德·艾爾索普(Ronald Alsop)
2015年 6月 3日
性格內向的人並不適合申請法國美容業巨頭歐萊雅公司的工作。該公司的招聘人員也不會錄用他們,而且,就算他們成功進入了歐萊雅,也不會有太好的發展前景。
這是公司錄用方在用人時會考慮到的多種個人因素之一;公司希望找到能夠與公司文化相契合的職員。歐萊雅更青睞於自信、性格外向的員工。該公司負責全球人才招聘的副總裁弗雷德里克·斯卡旺內克
(Frederique Scavennec)說:「這是因為我們相信好想法源自於交鋒與對質 — 我們會一直對你提出挑戰。我們希望你能去捍衛你自己的觀點。你也需要有熱情,要具有企業家的精神,能夠與他人交流。如果你不具備這些素質,那麼你在歐萊雅是不能生存下去的。」
為了將需要時候辭退員工的機率降到最低,在招聘環節中,歐萊雅採用了各種方法來測試應聘者的性格特徵。例如,歐萊雅會讓申請者參加一次產品推銷或廣告宣傳的實踐,從中評估他們的創造力和講故事的能力。為了能夠發掘富有創造力與合作能力的學生,歐萊雅公司還會在每年舉辦「品牌創意」大賽,讓各不同的大學團隊合作,讓他們為歐萊雅的一種產品設計出一套營銷方案。
越來越多的企業都開始仿效歐萊雅的做法,以確保雇到同自身企業文化相契合的員工。
公司對應聘者進行性格測試以及各種各樣的面試,希望從中考核出應聘者是否富有耐心,是否堅韌、機智,是否善於危機處理。公司雇主們還會在一些其他情境中發掘潛在的員工,在這些情境中,他們必須同公司的其他員工進行接觸與交流。此外,甚至還會在計算機上進行線上競賽來測試諸如創造力、同情心等品質。
工作經驗仍然是應聘中申請者最重要的籌碼,但是根據 2014 年的一份調查顯示,個人性格以及同企業公司文化的契合度這兩項因素的重要性已超過了工作經驗,比如領導經驗。這一項調查的對象包括來自 18 個國家的 2300 多名首席執行官、人事經理以及其他高管。該項研究由優興諮詢公司
(Universum) 安排進行。通過該調查,優興諮詢發現,接近一半的受調查者都將性格視為用人時首要考慮的因素之一,近 40% 的人則認為同公司文化的契合度至關重要,只有 16% 的人認為申請者畢業於哪所大學很重要。
在這項調查研究中,有 44% 的受訪者表示他們目前正在使用的就是優興諮詢所稱的「性格雇佣」方式,69% 的人則表明他們會在將來使用這一方法。
災難性的雇佣決定
選錯了人無論對於雇佣者還是受雇者來說都是一場災難。受雇個人會因此丟了飯碗,而公司方面則會浪費一大筆花在雇佣和培訓上的費用。
斯卡旺內克說,「我並不想讓新進的員工在剛幹了六個月之後就走人。因此我在面試的時候就跟他們講清楚,不要耍什麼花招,要表現出自己真實的一面。我想知道什麼能夠讓他們開心,什麼會讓他們不開心,在面對一些特定事件時他們的真實反應會是怎樣的。打個比方,如果他們向我撒了謊,之後我們還結了婚,那麼結果就是我們可能會離婚。」
一些公司雇主會使用數據分析的方法,確定出公司高層所共有的一些特點。歐萊雅正在考慮推出一個項目,試圖構建出一個最可能在歐萊雅獲得成功的人格模式。「但這其實非常複雜,我們並不希望去複製一模一樣的員工。」斯卡旺內克這樣評價。
英國的致同會計事務所(Grant Thornton)有著一套不同的分析方法,他們發現學業成績與實際工作中的表現並不存在強而有力的聯繫。這一結果促使該會計事務所抱著整體性的視角去評估職位申請者,考察方麵包括他們的個性特徵、價值觀以及潛能。
海倫·鮑德溫 (Helen Baldwyn) 是致同會計事務所負責全國學生招聘的經理人。她解釋說:「這是我們這一行業非常大膽的一步。傳統上我們這一行對學業成績設有很高的門檻,但後來我們發現成績並不能決定一切,於是我們重新設置了篩選程序,將應聘者的價值觀和行為方式納為重要的考量因素,從這些方面我們能夠了解到應聘學生到底是怎樣的一個人。」
如今,雇佣人員會通過小組測試來考察學生,在面試中問一些涉及具體行為的問題。鮑德溫介紹說:「我們可能會問學生,他們是如何留意到某個機遇的,以及在面對這一機遇時採取了什麼行動等等。我們想要了解到這些學生會如何同他人相處,如何與他人建立起人際關係,對周圍事物是否充滿好奇心。」
致同會計事務所不僅通過這一選人方式為自己招聘到了更為合適的員工,還提高了整個員工隊伍來源的多樣性。鮑德溫說,在 2015 年的招聘計劃中,如果致同會計事務所沒有降低他們用人的學業標凖的話,有近 20% 的新培訓生根本就無法實現成功申請。
匹配與更新
當然在短短的錄用階段無法對一個人的性格特點、對一個人是否適合公司的文化做出凖確評判,這也是為什麼阿布達比酋長國的阿提哈德航空公司(Etihad Airways)設計出了一套持續時間更久、更加全面的評估項目來實現員工與職位的最佳匹配,同時淘汰掉那些不合適職位的人。
當這家發展勢頭蒸蒸日上的航空公司嘗試招聘更多阿聯酋公民作為其員工時,他們發現,由於公司的注意力在技術性能和經驗方面,因此大批申請者都遭到了拒絕。現在,該公司轉變了用人標凖,通過一項名為「發現中心」的考核方式來考察申請者的性格特徵,從而判斷申請者是否適合、是否能夠勝任某一具體職位,這一考核形式將持續四個月的時間。
阿提哈德航空公司首先會公布要招聘的職位,接著會讓申請者們進行一次自我認識的測試。例如,公司會讓申請者們畫自畫像,在畫中要突出自己的個人品質。有一位女申請者就將自己畫成了一個珍寶盒,以表示自己對於家人朋友的重要性以及家人朋友對自己的信賴與認可度。
「在眾人面前,申請者能夠毫無保留地展示自己,而在之前,在當時的面試環節當中,申請者在面對提問時對自己的真實情況是有所隱藏的。在我們這一民族文化之下,人們是不喜歡吹噓、推銷自己的。」負責學習與發展項目的副總裁維薩姆·哈希姆
(Wissam Hachem) 這樣說道。
收到暫時錄用的通知之後,這些申請者還將參加一個為時三個月的學習項目,以更深入地了解公司及整個航空產業,進一步學習、提升專業性技能。申請者們還要進行技能與性格的評估測試,完成一項時長達一個月的團隊項目。在通過了所有這些考核項目之後,申請者才能夠獲得最終的認可,成為阿提哈德航空的正式員工,進入自己最適合的崗位工作。迄今為止,大約有40名申請者參加了這項「發現中心」考核項目,在經過了這四個月的考核之後,有些人改變了原有的職位意向,但所有人都得以留用。
哈希姆說:「我們正在經歷一個高速發展的時期,並形成了一種『我們能做到』的公司態度文化,所以我們希望我們的員工是機智靈活的,具有優秀的抗壓能力,能夠隨機應變。我們還希望我們的員工擁有積極的人生態度,善於社交,能夠在公司內部與外部建立起良好的人際關係。我們要盡可能地確保我們的員工能夠適應我們公司的動態環境,在這一環境中,一切都基於優秀的行為方式。」
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