LEAN: how to apply "pure common sense" in your job search

Iñaki González author of the blog SobreviviRRHHé! and technical human resources Foundation Hospital Calahorra, is an expert in Lean, a focused Japanese management model to improve the efficiency of the processes and that can also be applied in the search for employment. It is also a founding partner, CTO and Community Manager of Osenseis, S.C.

As explains, "we often find in our job search process lost and without direction, because we've tried so many things we do not realize that WE HAVE the solution in front of our noses." "And is that nothing as applying to all common sense what we do there is: our job search process we can also - and we must - apply pure common sense, because that is neither more nor less than the active principle of the Lean".

"First Taichi Ohno and then Womack and Jones propose the 5 principles LEAN, Osenseis, the company that I founded with other partners, adds that a sixth principle, which can be applied perfectly to the search for employment, whether this social network or not", lists:

Principle 1: Value. Identify what is truly important.

Certainly there are many things that you do well, but most importantly, identifies what actually provide value to each selection process. There are no two the same selection process, there are two equal CV.

Principle 2: Flow of value. Remove all that don't provide value.

Well analyze the job offer, what you are looking for the "recruiter" and remove everything that does not contribute value at this time. Save it, can for another selection process do you serve.

Principle 3: Flow. Get that things move (slowly but surely).

You know where you are, and you know where you want to go, get that things move, pave the way, eliminates obstacles and avoid rodeos... always has been said that the shortest path is a straight line.

Principle 4: Pull. Brings you the rhythm, don't let the situation take you.

It of no use to deliver your application in all the companies of the area if you've not concerned to know if they are really looking for someone. Analyze the market, and there where detect a chance, well because they have published a selection process, either because of rumors that may be present in brief, presents your spontaneous application.

Principle 5: Perfection (or improvement). You can always go one step further.

Analyzes your participation in each selection process, look at where you've failed, look at where you can improve, your weaknesses and strengthen them for the next time.

Principle 6: people. 

Let's talk about Lean, we talk about processes, let's search job, let's talk about what talk related to our every day already is professionally as in our everyday life, you are the key!

The involvement of the people is the secret of success. Managers should get involved persons of the organizations, if they will not bring their ships.

Advise LEAN: the involvement of people is the secret of success.

Are professionals in some fields more honest than others?

Work carried out by three researchers from the Faculty of Economics of the University of Zurich and published 19 last November in the prestigious journal Nature and which has echoed is NY Times, has wanted to show whether the lack of honesty is characteristic of banking professionals.

As Alan Cohn, Ernst Fehr and Michel André Maréchal, trust in others is a key component in the results to long-term companies and even countries. "However, in recent years, numerous fraud-related scandals have reduced confidence in banking. Different opinion leaders have attributed these scandals to the business culture of the banking sector, but there was no scientific evidence that would support it. Our research shows that a major international bank employees behave in a position of control, on average, in a honest way. However, when his professional identity as employees of the Bank comes to the light, a significant proportion of them become dishonest", warn the authors in the introduction of the article.

This effect is specific to employees of the Bank, because control with employees of other industries and students experiments show that they do not become more dishonest when their professional identity or issues related to banks are put on the table. "Our results suggest that business culture prevailing in the banking industry weakens and undermines the rule of honesty, which implies that measures to restore an honest culture are very important," they stressed.

The researchers recruited 128 employees of banks, which were assigned to two groups: the first answered questions about their profession ("what is your work?") or general questions ("do much TV you see?"). Then asked each employee that he threw a coin 10 times and report results online.

There was an advantage, however, Liars: said in advance to the participants that they would get a reward of $20 if a given release came out heads or tails whenever the global percentage of victories that reported was greater than that of another participant chosen at random.

The group that had not asked about his profession was largely honest, reporting a launch of currency winning 51.6% of the time. The second group reported a 58.2% of winning releases. Researchers estimate that 26% of the bankers in the last group had cheated, compared with almost none of the first group.

To confirm their findings, the authors of the work carried out the study again with people of other professions, which were no less honest when asked about his work.

How to succeed in a job interview?

1. Punctuality: the worst impression that can be displayed is arriving late, so we plan to be at least 10 minutes before the agreed time. 

2. A structured curriculum: we must put a copy on paper; It should be concise and attractive, enhancing strengths. Never should lie. 

3. Very careful with personal image: opt for clothes according to which they aspire. Care spending with the Cologne or perfume. 

4 Care with the body language: look at the eyes of the interviewee, your hands should be on the table, your back straight and smile whenever possible. Avoid too move hands or touch the hair, you may indicate nervousness. 

5 Be prepared: gather information about the company, lines of business, products, services, mission, philosophy... 

6. Be creative and proactive: define clearly who you are, what you can and what you want to aspire to. 

7 Take care of forms: this is a fundamental aspect, we must stand up to greet and go to the interviewer, never chew gum, not interrupting or use a inappropriate or vulgar language. Do not speak ill of past work or professional that is has agree in previous positions. 

8 Respond directly: not to use defensive or inconsistent answers. Watch the tone of voice, neither too high nor too low. Avoid frequent error explain work experiences detailing why output or of dismissal, instead of starting at the beginning. 

9 Try to be flexible and adapt to the needs of the company: If we start to demand from the beginning, hardly will be chosen as optimal candidates. It must not show an excessive interest in the salary and will discuss this issue only at the end of the interview. 

10. Keep a positive attitude and constant: the job search is complicated and can take much longer than expected, so it is essential to be positive to overcome all the barriers that can occur in an employment selection process.

Why can introverts be best bosses

Various studies have confirmed that the majority of professionals who occupy positions of leadership are characterized by his outgoing personality. But this feature, as The Sidney Morning Herald newspaper, echoes does not mean that they are better managers than people with a more introverted personality.

A study published by Adam M. Grant, Francesca Gino and David A. Hofmann in Harvard Business Review demolished the myth that extroverts are better leaders than introverts, and after years of academic research, proved that they are globally as good as heads. And even in certain situations, introverts can become better managers.

The work, entitled "The hidden advantages of quiet bosses", confirms that outgoing heads have many points in favor, but also tend to be the center of attention and take control in the discussions. However, in an unpredictable environment, introverts are often most effective leaders, especially when workers are proactive and provide ideas to improve business. This behavior can make outgoing leaders feel threatened, whereas introverts tend to listen more carefully and show a greater receptivity to suggestions, what makes them best team leaders.

In research, the authors questionnaires sent to managers and employees of 130 franchises of a US Home pizza delivery company. Asked the heads that are auto valued in terms of extraversion and told workers that they calculate the frequency with which they and their colleagues were trying to carry out improved procedures. The results showed that, in companies where employees were not very proactive, outgoing leadership was associated with benefits 16% higher than the average, but in those franchises in which workers contributed ideas, the outgoing leadership resulted in minor benefits in 14% of the average.

9 key features to be hired in a start-up

An article recently published in Mashable has asked different founders of start-ups on the characteristics seeking in candidates who are interviewed. First of all, they make it clear that lifestyle that entails working in these companies is not for everyone. And, in the same way, not everyone is able to work in this field.

 

The nine qualities that are sought are:

1. passion and motivation: must believe in the start-up and its mission and be prepared to be advised, learn and make your own way.

2. Curiosity: looking for people who want to innovate, but also acting.

3. Speed, attitude and skill: you can always hire people, shape it and become experts and act efficiently. Difficult, as it admits the CEO of Rosie Nick Nickitas, is finding people with these three features and help to build great products and provide satisfaction to customers every day.

4. Audacity: looking for leaders, capable of making decisions.

5. Desire to learn and ability to sacrifice: the really interesting candidates ask for more responsibilities and are flushed in learning something new.

6. Sense of humor and cultural background: recruiters believe that skills are acquired, so it is contracted mainly by knowledge. As explains Ken Deckinger, co-founder and CEO of Jesus, Meet Ken, "people that home, they have not only to think that my jokes are bad, they have to be able to have one even worse than mine. Do it and you'll be part of my team."

7. Impact: more top people should be fun, passionate and ambitious, they must have a desire to change the lives of others.

8. Flexibility: the environment of start-ups is characterized by its great dynamism, so it is looking for candidates with very different skills.

9. Without fear: is that the best employees are independent and do not need to be monitored on an ongoing basis. But, at the same time, have no fear of asking questions, be humble and admit that they comment errors, something usual in this type of companies.