Ignite Global is a leader in hiring, motivating and retaining top talent with management capability employee engagement, productivity and retention candidate.
future of work, The Great Resignation
9600 Great Hills Trail, Suite 150W Austin TX 78759
Ignite Global is a leader in hiring, motivating and retaining top talent with management capability employee engagement, productivity and retention candidate.
future of work, The Great Resignation
9600 Great Hills Trail, Suite 150W Austin TX 78759
Ignite Global is a leader in hiring, motivating and retaining top talent with management capability employee engagement, productivity and retention candidate.
future of work, The Great Resignation
9600 Great Hills Trail, Suite 150W Austin TX 78759
Friday funny. You’ve heard of the KISS Principle, right? Keep It Simple Stupid (or I prefer Silly). Now I’d like to introduce the KSS Principle!
KISS Principle
My clients have told me for years that one of my superpowers is breaking down complex concepts and making them simple.
In fact, one of the best testimonials I’ve ever gotten came from Mike Saxton, who said,
A few months ago, I was leading a training session, and I mentioned the KISS Principle…and one of the participants said, you should rename it the KSS Principle for Kim Seeling Smith. We had a good laugh, but now I find myself saying it frequently.
9600 Great Hills Trail, Suite 150W Austin, TX 78759, UNITED STATES
About
In 2009 CEO and founder Kim Seeling Smith started Ignite Global after deciding that instead of being paid to put bums in seats (working as a recruiter for the 15 years prior to that) she wanted to help More
I’m curious, what has your experience been with implicit bias training?
Having spent 15 years working as a professional recruiter and 11 years teaching hiring managers how to hire more effectively and efficiently I’ve always felt that implicit bias training was a waste of time.
There is more and more research now backing up my gut feel. Here are two articles that unpack this pretty nicely.
Even worse, there is consistent evidence that bias training done the “wrong way” (think lukewarm diversity training) can actually have the opposite impact, inducing anger and frustration among white employees. What this all means is that, despite the widespread calls for implicit bias training, it will likely be ineffective at best; at worst, it’s a poor use of limited resources that could cause more damage and exacerbate the very issues it is trying to solve.
Read More: https://www.igniteglobal.com/2020/08/the-problem-with-implicit-bias-training/
I’ve been traveling for a conference and to spend my birthday/4th of July with my sister and best friend.
I love to spend my birthday in the US because it’s the day before the 4th of July – which makes it a 2-day celebration, in the middle of summer – with fireworks!
Unfortunately, the following weekend I attended the National Speakers Convention in Nashville, where I promptly got Covid and spent the next weeks isolating instead of going on a road trip with my best friend. The times we live in!
Isolation gave me lots of thinking time – and lots of time to strategize on new content, so expect fairly regular updates now through the end of the year.
My head is just buzzing with ideas.
Starting with 2 new masterclasses.
Feel free to grab your spot at one or both – and invite friends and colleagues.
A2B Australia Limited (CabCharge) is doing some really interesting work with self-managed teams. This has been a concept that many of my clients are struggling with as they redesign their org structures to increase collaboration, ownership and accountability. It’s a tough nut to crack.
If you think #thegreatresignation is related to Covid or the current skills shortage, think again. This graph from the Bureau of Labor Statistics clearly shows that, with the exception of 2020, people have been changing jobs in increasing numbers since 2009. While this is a US stat, I believe the trend is definitely global.
I’ve often said that Covid accelerated other workforce trends that had been building for years. I think what we see with this graph is the result of...
If you speak at conferences or events as part of your role or business, chances are you’ll encounter the tech crew – those amazing magicians in black who make everything look and sound great, even under intense pressure.
When you’re under the spotlight, it can be easy to overlook the fact that creating an outstanding conference experience is a team effort. How can you make sure you’re a speaker the tech crew loves to...
Did you know that 65% of candidates who turn down jobs or decline to go through the entire interview process do so because of poor candidate experience, according to LinkedIn? And that only 25% of candidates are satisfied with candidate experience according to Sapia.ai?
Candidate experience is key. But what is candidate experience exactly?
My definition is an experience where every interaction leaves the candidate feeling good about:
✅ Themselves (first and foremost – even if they don’t get the job)
✅ The process itself (again, even if they don’t get the job)
✅ The company/brand (turn all candidates (successful or not) into raving fans
