From: Russell Brand: Revolution -- A Review by Jamie Bartlett (edited)
He cites an experiment, conducted in the 1990s in Washington, DC, where thousands of people meditated together and tested the impact on the area.
Brand notes excitedly that over the two months of the experiment, crime fell by 23 per cent ‘as a result of the state of consciousness achieved by a group of people inwardly thinking a word until a state beyond thought was reached’.
This, says ol’ Russ, is ‘irrefutable proof’ there is a connection between the apparently separate consciousness of individuals. It can manifest harmony, it’s close to affirmation of a Higher Power.
Obviously I looked into that study as it seems like quite a claim. Turns out it’s never been replicated.
Those who reviewed it were all, like the organisers, adherents of Transcendental Meditation themselves.
It also turns out that the murder rate in Washington hit its highest ever level during the experiment.
What’s more, the drop was not an actual measurable drop in recorded crime, it was a drop from what a computer model created by one of the experimenters predicted would have been the crime level had these people not been meditating and levitating and what not.
I would have thought uber-critical ol’ Russ, who’s smart enough to have spotted the vested interests running modern capitalism the rest of us can’t see, might have smelled a rat.
The guest calls in on: 646-652-2754.
Other callers also use: 646-652-2754.
Everyone calls 646-652-2754.
That number is in New York.
If you are not free to listen on your device's speakers you can call in just to listen.
You can use Skype with a headset. There is a Skype button to connect to the show on the show page. Each episode has its own page. You can find them at http://blogtalkradio.com/animal
You cannot use Skype without a headset. The sound is too awful.
You can call on a mobile phone but the sound is not as good as a landline. Sometimes mobile phones screw up the sound for the entire show.
THE BEST SOUND
For the best sound call on a landline WITH A HANDSET - NOT A HEADSET.
Do you know what that is? Unfortunately, many people don't. And sound is a huge issue on The Recruiting Animal Show.
From: The Shazam Effect by Derek Thompson
Our brains are wired to prefer melodies we already know. David Huron, a musicologist at Ohio State University, estimates that at least 90 percent of the time we spend listening to music, we seek out songs we’ve heard before.
That’s because familiar songs are easier to process, and the less effort needed to think through something—whether a song, a painting, or an idea—the more we tend to like it.
In psychology, this idea is known as fluency: when a piece of information is consumed fluently, it neatly slides into our patterns of expectation, filling us with satisfaction and confidence.
“Things that are familiar are comforting, particularly when you are feeling anxious,” Norbert Schwarz, a psychology professor at the University of Southern California, who studies fluency, told me.
“When you’re in a bad mood, you want to see your old friends. You want to eat comfort food. I think this maps onto a lot of media consumption. When you’re stressed out, you don’t want to put on a new movie or a challenging piece of music. You want the old and familiar.”
Perhaps one reason machines haven’t yet invaded the recording room is that listeners prefer rhythms that are subtly flawed.
A 2011 Harvard study found that music performed by robotic drummers and other machines often strikes our ears as being too precise.
“There is something perfectly imperfect about how humans play rhythms,” says Holger Hennig, the Harvard physics researcher who led the study. Hennig discovered that when experienced musicians play together, they not only make mistakes, they also build off these small variations to keep a live song from sounding pat.
From: Richie Polis on Quora: http://tinyurl.com/qhdh5ko
Even if I could define "good attitude" (which I can't), I wouldn't waste my time trying to assess it in a candidate.
Apart from true psychotics, it's generally possible to get good performance out of someone with any sort of attitude, provided he is managed correctly.
When I worked for large companies some of my best performers were people who had been pushed out of other parts of the same company because of their "bad attitude".
The answer was generally some combination of managing their specific issues, coupled with structuring their tasks so that these issues had minimal importance.
Trish Steed McFarlane: Addicted to Evernote. I have it on Android phone and tablet and use that for all conference notes now too. Also on my MAC so it's compatible everywhere.
Kimberly Patterson: I use Evenote
Paul Hebert: Vote #3 for Evernote - really find this the best ... get the upgrade - low cost very good feature set.
Melissa Fairman: I love, love, Evernote. I cannot say enough how great that service is.
David Marciniak: +1 more for Evernote
Will Carroll: Evernote. Literally can't live without it now.
When Evernote CEO Phil Libin was faced with a cash reserve that would last only two weeks, and the US's record recession was unfolding before his eyes, he decided to shut down the company. He simply couldn't pay the bills. But one e-mail, from a soon-to-be investor, popped into his inbox at 3 a.m.
To sound more appealing on the phone, drop your intonation at the end of each sentence.
You know how a voice rises at the end of a question? Just repeat the last sentence and hear your voice rise up at the end. Then do the opposite to receive a charisma boost at any time.
Imagine a judge delivering a verdict; "This case is closed". Feel how the intonation of the word "closed" drops.
Lowering the intonation of your voice at the end of a sentence broadcasts power and makes you sound more credible.
From: Tom Woolnough - http://onthesource.blogspot.ca/…/x-ray-searching-basics.html
X-Ray searching is a term denoting a technique for searching LinkedIn (or other similar publicly available databases) via search engines such as Google or Bing.
The overwhelming majority of LinkedIn profiles are public, which leaves them open to being indexed by any search engine for finding using familiar Boolean search techniques.
Step 2: Build up your search string. The basic building blocks will be:
site:linkedin.com (inurl:pub | inurl:in) -intitle:directory -inurl:groups -recruiter
You then need to enter your keywords; in this example, let us try a very simple search for an iPhone developer with some kind of Agile experience.
site:linkedin.com (inurl:pub | inurl:in) -intitle:directory -inurl:groups -recruiter iphone (agile | tdd)
Next; location. A little different to a standard Boolean search, but only in ways which make it easier for us. Not too long ago, LinkedIn added the country code to the beginning of their URLs which makes for easier filtering; as a quick example;
site:uk.linkedin.com (inurl:pub | inurl:in) -intitle:directory -inurl:groups -recruiter iphone (agile | tdd) "London United Kingdom"
From: Don’t Recruit: Engage -- Dan Tapscott (edited)
Advertising to attract young people today is a waste of money. Companies can use social media to influence this generation and get to know them.
Old-style job interviews were interrogations that grilled you about your strengths and weaknesses. Sometimes you had to perform tests that are
terrible predictors of effectiveness. Well, thank goodness, that's old hat now.
Companies have to start a dialogue with these kids early on even in high school. You use challenges, internships and summer jobs to get to know the best. Then you just slip them in. No recruiting required.
You can revolutionize an industry even if you know nothing about it. You have to be able to learn about it very quickly then try to solve an existing problem with some new technology.
To do that you need people who can learn quickly. Unfortunately, experience makes people think that know everything and that makes them no good.
NOTE: I found this suprising. They said that before they started Paypal they knew nothing of the financial services industry and had to learn it from scratch.
From: Tom Woolnough: http://onthesource.blogspot.ca/…/stripping-linkedin-profile…
Dark Matter, as Glen Cathey describes it, are the thousands of profiles which a standard LinkedIn search will not bring up.
These profiles are missed by basic searches because they don't contain the right keywords or they have very skimpy, incomplete profiles (often on purpose).
Here's how to solve that problem. Get the profile of a candidate you know to be a superstar. Copy his job title and past company into a search, and run through all those doing that job.
The real gems here are the ones with no information filled in on their profile; the kind you would never have found with your standard search, because by doing any kind of search other than the name of the company you are excluding them entirely.
References are more important than interviews.
Interviews are just a chemistry check after the references.
The Aura Test looks for your gut reaction during the first 30 seconds of the interview. This doesn't give the candidate a chance to schmooze you into liking him.
"Tell me something that's true that no one agrees with you on?"
This tests for original thinking and courage.
"Most people think originality is easy but I think it's really hard and when you find it it is very valuable."
Interesting short video conversation:
Dwayne Lay via Dean Da Costa (edited)
If you want to persuade someone to do what you want, don't seem too eager. People don't like the pressure of having to say no if they know you are going to get upset. They'll think you're a creep.
This means you have to be willing to lose gracefully. At least in public.
My friend, Maren Hogan, hates phones:
Sooooooooo, I don't know if you know this but they've invented this wonderful invention where you can write me your request (at your convenience) and I can write you back my response (also at my convenience) so why do we do this thing where we interrupt each other WITH NO WARNING and then leave long messages that require me to log in, gather the information and attempt to call YOU back, thus interrupting your day, to achieve the same thing. #crankyoldpersonHATESunscheduledphonecalls
Stephanie Schnick Preaching to the choir! At PwC we (if at all possible) IM people first to ask if it's a good time to chat, and if not, agree on a time to connect. Deloitte's culture is this way as well. I schedule all phone interviews in advance because I want to give my undivided attention. Random phone calls - especially work-related - make me insane.
George LaRocque You can answer your phone at your convenience, if at all. Have an outgoing message that tells people you prefer email. Listen to your vmail at your convenience. And email your response, or a meeting invite, instead of calling back ad hoc. If they don't make your time important, that doesn't mean you can't.
Jerry Albright Always nice to see a discussion among: recruiting? sales? marketing? people letting the world know how to not reach them. I find it oddly fascinating.
I received this via email. I do not know the company:
Howard Lee and Associates is sought out by leaders in Software Sales who recognize the need to attract the industry's best Software Sales Representatives, Software Sales Managers, Vice Presidents of Sales, Pre and Post Sales Respresentatives and Functional Consultants.
Through Howard Lee and Associates' extensive network of relationships and their "deep dive" qualification process, they are able to identify and secure individuals who represent the top tier of software professionals. To discover how this process can benefit your organization, simply reply to this email or call Steve at 714.368.7770 ext. 106.
Source: http://joshuaearl.com/table-flips-and-karate-punches/ - Josh Earle (edited)
Every programmer knows that trying to bend a computer to your will is often extremely frustrating.
I was venting to my buddies, John and Derick, and John immediately spotted my problem: “Slow down. Stop rushing.”
He was right. I believed that I should already be done with whatever I was working on.
My kids have a little block set with different shaped holes in the lid. When they were learning to use this toy, they’d try to put the star block in the triangular hole and when it didn’t fit they’d start pounding the lid and howling at the toy. That was me.
After thinking about what John said, I made an effort to approach my work differently. I picked one task and decided to work on it patiently whether it took me five minutes or five hours. I ignored the other items on my to-do list.
This task end up taking half the day to complete. Earlier in the week I would have gone nuts but after working through it systematically, I was in a positive frame of mind and simply ready to tackle the next thing on my list. I was able to knock it out in half the time I’d planned.
In karate class, there was a saying: “Whatever you seek, you’re least likely to find.” In other words, if you try too hard to throw a really fast punch, your body tenses up and you slow down. That applies to more than just punches.
NOTE; Here's why you slow down when you think you have to go fast. You think something bad is going to happen if you don't get what you want so you freeze with fear. In sports, it's called a choke.
Source: http://tinyurl.com/kmag5op (edited)
Rob McIntosh, SVP Global Talent Acquisition at Avanade, has invested heavily in building large talent communities.
Robbie says it's easy to find talent now with all the info online.
So it's more important for recruiters to develop "proactive and sustainable relationships with talent" (barf words) instead of finding people.
I measure a recruiter's performance on her ability to build talent communities -- says this cosmopolitan transplant who refuses to get rid of his (now phony) Australian accent.
A SMART RECRUITER HAS TO BE ABLE TO:
1. target the right people
2. create the right content.
3. Send them the right number of communications
Here's how he puts it exactly.
"Effective use of content and quality and frequency of communications with targeted, highly passive talent over time will be a key measure of recruiters’ ability to nurture talent community relationships in advance of future hiring demand".
(After reading this "sentence" I'm almost ashamed to say that I consider him a friend but I guess that's why he's an SVP and I'm not).
The old stuff still counts says Robbie but now "talent relationship management" via Social Tools "will win the recruiting game.”
MESSAGING HAS TO BE:
1. directed to a very specific group of people (targeted)
2. permission-based (requested with an unsubscribe option)
3. the content can't be general. It has to be "segmented", meaning relevant to them alone.
In 2012, half of Avanade’s North American hires came from relationships with passive candidates established six months earlier.
Lots of people were hired from his talent community says Robbie and some relationships were started a year or more before the hire.
You have to have a long term relationship to get people to listen to you, he says.
And measuring the strength of your relationship with candidates in your talent community is very important.
COST: $2.99 at iTunes and Google Play
Chris Russell took a few boolean search strings and wrapped an interface around them so you don't have to write them.
Talent Xray is not for advanced boolean searches.
For Linkedin & Twitter searches he uses Bing. For G+, Google.
You don't have to log into those sites. Talent Xray lets you enter keywords, then passes the query thru to Bing or Google to deliver search results.
For the best experience just use a few keywords.
All searches can be saved for later or shared via email.