Preparing for an Interview, with useful and practical tips
Before going to an interview, and for the day after!
Prepare, prepare, prepare and test yourself in answering typical questions
This lecture on "Entrepreneurship in a Digital Era" is part of the course "Topics of Advanced Management", for the MBA provided by NTUA, as I presented it in class in 2016 (in Greek).
Preparing for an Interview, with useful and practical tips
Before going to an interview, and for the day after!
Prepare, prepare, prepare and test yourself in answering typical questions
This lecture on "Entrepreneurship in a Digital Era" is part of the course "Topics of Advanced Management", for the MBA provided by NTUA, as I presented it in class in 2016 (in Greek).
This document discusses the past, present, and future of technology in employee recruitment and selection. It covers how internet-based recruitment through company career sites, job boards, and applicant tracking systems has evolved. It also examines the increasing role of social networking websites and how cybervetting and artificial intelligence are changing screening. New technologies like digital interviewing, automated testing, and gamification are transforming selection. The use of big data and analytics could fundamentally change the talent identification process. However, valid evidence is still needed to ensure new technologies do not adversely impact applicants or result in unfair discrimination. The future may bring increased access to talent signals but also privacy concerns that could limit data use.
Technology in Employee Recruitment and SelectionIoannis Nikolaou
油
This document summarizes technology used in employee recruitment and selection processes. It discusses how internet-based tools like company career sites, job boards, and social networking websites have changed recruitment. It also examines applicant tracking systems, video CVs, resume parsing, and screening tools used to evaluate applicants. For selection, it outlines digital interviewing, automated testing, simulations, and how big data and analytics are used. Critical issues discussed include the equivalence and validity of these tools as well as privacy and legal concerns. The document concludes by proposing areas for future research.
Georgiou, K. & Nikolaou, I. (2017). Gamification in recruitment and selection. In I. Nikolaou (2017): European Network of Selection Researchers (ENESER) Symposium; Recruitment in the Digital Era. 18th congress of the European Association of Work and Organizational Psychology (EAWOP), Dublin Ireland.
Serious gaming and applicants reactions; the role of openness to experience. Ioannis Nikolaou
油
Nikolaou, I. & Georgiou, K. (2017). Serious gaming and applicants reactions; the role of openness to experience. In M. Armstrong, D. R. Sanchez & K. N. Bauer (2017): Gaming and Gamification IGNITE: Current Trends in Research and Application. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
This document discusses using serious gaming and gamification in employee selection processes. It presents research on developing a gamified situational judgement test (SJT) to assess skills like resilience, adaptability and flexibility. A study developed an SJT and tested its construct validity, then converted it into an online adventure game. A second study further examined the gamified assessment's construct validity. The research provides preliminary support for using gamification in selection and assessing skills through behavior elicitation. It suggests gamified assessments could improve selection processes and candidate experiences over traditional methods. More research is still needed on reliability, predictive validity and incremental validity.
The role of Positive Leadership in times of crisisIoannis Nikolaou
油
This document summarizes a presentation given by Kim Cameron at the Greece HR Conference in June 2014 on the role of positive leadership in times of crisis. Cameron discusses how focusing on organizational strengths or "abundance gaps" rather than weaknesses can help organizations flourish even during difficult times. She provides research showing that positive emotions, relationships, and energy networks can boost individual and organizational performance. While negative factors usually get more attention, Cameron argues that conscious efforts to focus on positivity are important for organizations. She cites research finding that cultivating an "abundance culture" in organizations is linked to greater effectiveness, profitability, quality and other positive outcomes.
2. Caterina Fake
裡僚-旅隆旅留 凌 Flickr
旅竜慮僚旅留 僚略両侶
里竜僚凌了凌粒溜留 Yahoo
裡僚-旅隆旅留 凌 Hunch a
development platform for taste-
based applications
両留粒凌略 留 eBay (2011): 80
42 竜ホ盾
3. Caterina Fake
the idea is just the starting point, just the first step. You also have
to find the right people to help you do it. No successful company has
ever been the product of just one person.
As an example, there were probably about 100 companies that were
doing a YouTube-like video sharing service in 2005-07. But the reason
YouTube succeeded is it had all the essential elements together: the
right team, the right product, the right location in Silicon Valley, the
right execution. The entrepreneurs were able to raise the capital they
needed to build and scale it.
The combination of the idea and who is doing it cant be emphasized
enough. You have to be building the right thing, first of all. And the
right people can figure out how to build it, how to market it, and how
to make it a winner