If you're a hiring manager, you've probably had a promising job candidate suddenly stop answering your calls, texts and email. As early as 2019, more than four out of five companies have been ghosted by a job candidate at least once.The behaviour stems from the world of online dating, where ghosting is de-facto and pain-free (for the ghoster) way to say: "I'm not interested." Since job hunting, like hooking up, now takes place primarily online, it's only logical there's crossover behaviour.

Ghosting An Employer

Sites like ZipRecruiter and LinkedIn make applying to a job as easy as hooking up on Tinder. 
Because the candidate didn't have to put much time and effort into applying for the job, they may not be committed enough to follow through.

Impulsive Behaviour

According to a <a href="https://www.indeed.com/lead/ghosting-guide">study conducted by Indeed.com</a>, almost a third of job candidates ages 18-24 (and almost a fifth of older candidates) ghosted a potential employer because "the hiring process was too slow or too long."
Job candidates know that a long wait means you don't have your act together.

Delay In Providing An Offer

If your company is a lousy place to work, disgruntled employees are going to anonymously grouse about you online. 
Back in the day, a company could hide a toxic culture behind an inspirational mission statement. Today not so much.

The Candidate Found Skeletons In the Company Closet

Since a candidate might not be entirely serious at first, if that candidate looks interesting, you arrange a telephone conversation like right now, so you can "sell" the candidate on working for you.

Preventing Ghosting By Candidates: Quick Follow Up

Maybe getting every stakeholder on board made sense when a job offer entailed lifetime employment. 
Today job hopping is the norm, so there's less at stake.

Preventing Ghosting By Candidates: Shorter Hiring Cycle

This, of course, is the "challenging" step because, sad to say, once a company has a toxic culture it's almost impossible to change it for the better.

Preventing Ghosting By Candidates: Make Your Company Worth Joining

3 reasons that job candidates suddenly ghost you and what you can do to prevent it.

career

Career

humanresources

Human Resources

leadershipandmanagement

Leadership & Management

Job Recruiting Is Getting More Like Tinder Every Day

Steve Jobs intentionally designed a wow moment in every major product launch, using products like props in a magic show. Jobs could have simply introduced the first iPod by showing photos, but instead, he took an iPod out of a small pocket of his jeans and said: "It's like carrying 1,000 songs in your pocket." Jobs understood that the key to mesmerizing the audience is to give them something to remember.

The "wow" factor in a story

People naturally pay more attention to stories, so consider telling more of them.  At the 2005 commencement address at Stanford University, Steve Jobs told three personal stories from his life. Many people remember Jobs talking about a calligraphy course in college, despite not knowing what to use it for. Later, Jobs used that knowledge to build the Macintosh, which changed desktop publishing with its fonts.

Tell more stories

Science journalists put data into context to catch the readers' attention. But they know the reader's eyes will glaze over topics like greenhouse gas emissions if the event is not put into context. So they wrote, "The concentration of gas in the atmosphere that causes climate change is the highest it's been in 800,000 years."

Offer surprising statistics

Our brains understand metaphors. We compare unfamiliar things to things we understand. Billionaire Warren Buffet uses analogies to simplify complex financial topics. For example, he explains how he chooses winning companies by saying, "I look for economic castles protected by unbreachable moats."

Create analogies

A wow moment can be as simple as packaging content creatively to reveal a surprise. In 2007, Steve Jobs repeatedly mentioned three new products - a new iPod, a phone, and an internet communicator. Finally, he stated that it is not three devices but one device: the iPhone.

Plan surprise reveals

We remember pictures better than words. In presentations, use short videos. People likely will pay intense attention to your screen. This is known as the "picture superiority effect". If your presentation repeats the same pattern, you will lose your audience's attention. Instead, break it up with photos or videos.

Show photos, images, and videos

5 ways to give people a moment to remember. 

communication

Communication

Use this Steve Jobs presentation hack to keep your audience's attention.

The default mode in your company or organisation you're part of dictates a lot of dynamics inside an organisation on three main levels:<ul><li>Personal default mode. Every person has a default mode at work. It is their comfort zone of what they do the most, such as talking or working on a computer.</li><li>Processes. Companies need hardcoded processes. When the process works and people's default mode aligns with the process, the company works well together.</li><li>Company culture. The default mode of how people behave in an organisation.</li></ul>

Default mode

Think about what modes you have in your company? What modes do your colleagues have? For example, in an office, the main modes would be "talking with people" and "doing things on a computer." If you do more talking, your main responsibilities are possibly passing information, organizing people, making decisions. You are most likely in a leadership position. If you spend more time with a computer, you probably do the actual work.

Personal default mode

<ul>
<li> People require more effort and control to do a task or activity that's not part of their default mode. If you need someone to do something outside of their default mode, start with small steps and slowly introduce the new activity.</li>
<li>When hiring people, try to identify what's their personal default mode. Ask what their typical day at work looked like? What tasks would they prefer to avoid?</li>
<li>When there are no clear goals and instructions, most people focus on doing what they're good at or most comfortable with instead of what the company needs. E.g. overengineering in tech companies.</li>
</ul>

Implications of the personal mode

Most organisations need hardcoded processes for the company to work as a well functioning machine.  However, processes create habits. People who carry out processes stop thinking critically. When processes are too strict without a degree of autonomy and feedback, the organisation will run on old habits.

Processes are a double-edged sword

There are acceptable default behaviours, "how we do things here" which people learn through osmosis and which can become habitual. If an organisation is not pro-actively defining its culture, it will assume whatever default modes there happen to be. For example:<ul><li>Do people trust their colleagues by default or exercise caution?</li><li>What's the default atmosphere in the organisation? Are people excited to show up at work?</li><li>Do people care about their work, or do they just tick checkboxes?</li></ul>

Company culture

Designing a company culture is essential in any organisation. Whatever is the default mode will rule.

corporateculture

Corporate Culture

business

Business

The Invisible Dictator

“Courage is the price that life exacts for granting peace.”

Courage is everything, it makes you take action. 

there are many iconic Amelia Earhart quotes out there, and we've rounded up some of the best.

personaldevelopment

Personal Development

motivationandinspiration

Motivation & Inspiration

technologyandthefuture

Technology & The Future

24 Motivating Amelia Earhart Quotes for Adventure

<ol><li>Be confident. </li><li>Match their reasoning - If they are emotional appeal to their emotions, if they are logical, give them logic</li><li>Make it seem beneficial and use repetition</li><li>Choose your words carefully</li><li>Use flattery</li><li>Decide when to talk slow and fast</li><li>Nod in front of someone you want to convince, they will also end up nodding, hence agreeing with you</li><li>Mirroring the body language of the person</li><li>Foot in the door technique </li><li>Door in the Face technique</li></ol>

10 Psychological Tips To Convince Anyone

Talk fast when your audience is tough to please, it will make it harder for them to find your flaws and actually listen to you. Talk slow when your audience likes you and give them time to accept what you are saying.

Decide when to talk slow and fast

Persuade someone with a smaller request or favor first and then ask for the bigger favor, they will agree to the second request as they agreed to the first one and are obliged to agree to the second one.

Foot In The Door Technique

This is the opposite of the Foot in the Door Technique. Start with a bigger unreasonable request first which will not be accepted and then come down to a smaller and more reasonable request . The person whom you are trying to convince will automatically comply because you have scaled down your request from being too unreasonable to acceptable.

Door In The Face Technique

It's important to have Convincing ability for any field. If you have the power to convince others, you will be accepted and heard more. These tips will help you build your persuasion skills! 

Confidence is easy to fake and hard to distinguish.

Understand yourself and those around you.

psychology

Psychology

teamwork

Teamwork

6 ways to persuade anyone of anything

We see millions of fonts each day, but we will only remember the successful ones. A good, successful font comes in the form of font psychology - meaning you connect the emotional and visual action to the font you choose to represent you. The digital age has strengthened that connection and is why brands and businesses should carefully consider what fonts are most successful.

A good successful font

Font psychology is the visual and emotional response you have to fonts. The Kolenda Font Model explains step-by-step how we perceive fonts and what we associate with them. For example, bold font for a fitness brand will be perceived as thick and bulky. The perception will also be associated with the fitness brand.

Font psychology

<ul><li>Typography is the art of creating a message that looks visually pleasing. For example, if you want to evoke thoughts of tallness or slimness, adjust the spacing or decide if the upper or lower case will impact people's perception.</li><li>Shape psychology focuses on the geometric form and creates emotion and feeling. For example, a font with more roundness creates a relaxing wave.</li><li>Colour psychology plays a role in changing mood. The right shape and colour can be used to create the mood you want to embody.</li></ul>

Typography, shape and colour psychology

Font psychology has the power to drive your decisions and goals. Understanding how people react to fonts can influence how your target audience perceives your design and business. Your design font should inspire and empower your message. For example, using the proper signage fonts when designing for a flash sale will help prompt consumers to buy instead of browsing. Likewise, the right combination of fonts for social media posts increases consumers' likeliness to return and engage with your content.

Why you should use font psychology

Serif fonts are the most traditional font option and are often used to create a classic, traditional and stable look and feel. This font is great for brands and businesses that feel established, or to evoke a feeling of trust and respectability, for example, law firms, insurance companies and consultants. The most popular serif fonts are Times New Roman, Georgia and Garamond.

Serif fonts

The slab serif fonts are in the same family as serif fonts, but with more bold confidence and youth. Slab serif fonts are squared off giving a chunkier look and feel. Slab serif fonts are excellent for businesses that want to leave a lasting impact. Popular slab serif fonts include Courier, Rockwell and Museo.

Slab serif fonts

Sans serif fonts are clean, crisp and modern. They are minimal and engaging. These fonts convey a no-nonsense attitude but also feel open and progressive. Tech companies prefer these fonts as well as forward-thinking and modern brands. Classic examples of this font are Arial, Century Gothic and Helvetica.

San serif fonts

Script fonts have a feeling of femininity and elegance. They are fun and romantic and mimick forms of handwriting and doodling. Script fonts inspire other creative ideas and feel rich in emotion and history. They're great for visual brands but should be used with caution as they can leave text feeling illegible. Familiar examples include Lucida Script, Lobster and Zapfino.

Script fonts

Modern fonts take on a futuristic look, but it's found in 18th-century history. Modern fonts combine practicality and playfulness. It varies thick and thin strokes. These fonts create a sense of exclusivity and intellect. It is great for announcing your brand, particularly for attracting the millennial demographic.  Examples include Matchbook, Politica and Klavika.

Modern fonts

Display fonts are used for large-format mediums such as billboards, headings, and book covers. They can be serif, slab serif, or sans serif. They can also be unique and can have a pictorial element to them. Display fonts can create a more casual, fun, or unique look. The font can be changed to suit your personality and is ideal for any business.  Examples include Bombing, Gigi and Jokerman.

Display fonts

Understanding how fonts influence our decisions can help in picking the right font for your business. This article lists the different types of fonts and the feelings they evoke. 

Font psychology is the connected emotional and visual reaction to fonts. That's why it's important for brands and businesses to pick a font carefully. Let’s take a closer look at what font psychology means, what it says about you and your business, and which styles best represent you.

product

Product & Design

The fundamentals of font psychology - 99designs

The abrupt change in our personal lives or at work can leave us feeling anxious. To smooth the transition, people need the right preparation and guidance.  Change management gives employees the tools and resources to adapt to change better and feel comfortable in the process.

Change management

Change management involves guiding an organisation from a current state to a different future state. However, the current state is often not well understood, whether app usage, workflows, or employee behaviour. Some managers may be tempted to assume employees behave in a certain way based on the documented process teams should follow. Then a change roadmap is built on the faulty assumptions and is bound to cause problems. Effective change managers plan how employees do their work. They know what's actually happening.

Be wary of "going with your gut"

Many companies may introduce new tools too quickly or add too many into the mix at once. This could lead to duplicative apps and licenses and cause tech costs to become out of control. IT shouldn't be afraid to audit the company's existing app usage and retire apps that do not create value. <ul><li>What was the problem the app was designed to solve? </li><li>Is it still an issue for the company? </li><li>Are there more comprehensive apps the company currently pays for that can serve the purpose?</li></ul>

Don't be afraid to retire apps

Change management is essential during mergers and acquisitions. If employees feel overwhelmed by the pace of change or puzzled by the integration of systems, they may leave. Change managers should be deliberate about planning integrations and base their strategy on the same fundamentals:<ul><li>Looking into the data</li><li>Not assuming work happens in a particular way</li><li>Design change around how employees actually behave.</li></ul>

Retain your best talent during M&A

Here are three ways change managers can empower companies and their employees to thrive in today's work environment.

How to optimize change management in the digital workplace - Pendo Blog

It is where the leader continuously adapts their style of leading to the changing environment in which they work. If a specific style works in one situation with an individual, that doesn’t mean that style is suitable for all people or situations.

Situational leadership

<ul><li>Directing works for workers who need specific guidance to complete a task. “Here is what I’d like you to do, step by step. I need it done by this time.”</li><li>Coaching is for employees who need more guidance to complete the task. “Here’s what I’d like you to do. What do you think?”</li><li>Supporting is for employees can complete a task but lack the confidence to do it independently. “Here’s the task. How do you think it should be done?</li><li>Delegating is for employees who can work independently. “Here’s an assignment. If I can help, just ask, otherwise you’re on your own.”</li></ul>

The four leadership styles

We tend to be excellent planners but inferior doers when we lead ourselves. For example, consider the recent plan you devised but never executed. A great leader won't give their employees a great plan but then walk away and hope for the best. Instead, he would check in, look for obstacles to remove, and give feedback. We know all of this, but we don't manage execution when it comes to our own lives. So when we consider our goals, we need to step into execution mode and out of planning mode, just as a good hands-on leader would do.

Leading yourself

We often don't reflect properly on many of our past experiences or failures because the planner is convinced that we will do it differently this time. Yet if we don't understand why we failed, we likely will repeat it.

Learning from past mistakes

We all come equipped with multiple modes of leadership, to manage ourselves and others. Being cognizant of our modes helps us lead much more effectively.

Leaders and Followers, Planners and Doers - Farnam Street

In 2021, workplace expectations shifted. The workforce demanded remote work, flexible schedules, higher pay, and respect for health and safety. In 2022, differentiation will be the challenge for employers who need to hire. Talent has more options now. They are acutely aware of what they're willing to accept and what not.

The shift in expectations

Available talent will probably talk to a number of other recruiters or employers.  Employers should consider streamlining their hiring processes to have a seamless hiring experience. The better the experience during interviews that address the candidate's need for a great company culture, the better the possibility of attracting future employees.

Streamline the hiring process

Retail and service industries struggle to fill open roles, even with raising the minimum wage. The goal should be a thriving wage, plus benefits to keep your company competitive in the labour market. Employers that offset employees' fixed costs, like child care, medical care and paid time off, will have the advantage.

Increase compensation, including benefits

Another factor that can make candidates look beyond numbers is if employers can prove a healthy work culture.  Culture is essential in hybrid workplaces. Knowledge workers will want to know if employers will recognize their productivity and not subject them to excessive physical, emotional and mental stress.

Build a culture that delivers

Employees will want to know where they will work. 89% of workers expect to work from home sometime after the pandemic, so a policy where work from home may be considered in the future will no do. Expectations should be clear. You're either in the office, or out, or hybrid.

Stable working arrangements

For decades, expectations around productivity and output have been without the understanding that we're human beings. So we need to reconsider our expectations for work output and productivity.

Reconsider employee expectations

Candidates want to see real results to end workplace injustice. It is better to be upfront about your status than to try and show an idealistic image. Be willing to be accountable publicly and honestly about where you are, where you want to be, and how you will get there.

Show your Diversity, Equity and Inclusion (DEI) work

For companies looking to hire (and retain) workers amid the Great Resignation, here’s what you need to prioritize this year.


6 ways to better compete for talent in 2022

There’s good reason to instinctively seek support from others when faced with difficult choices in life. Anyone who has ever been on the TV show “Who Wants to Be a Millionaire” knows that there is real power in the wisdom of the crowds, just like all of us who methodically scour through user reviews before pulling the trigger on Amazon.
What most of us tend to forget is that this power comes with limitations and sometimes we make better decisions by going it alone.

Better Decisions With Others Or Alone

We should consult the data instead of our neighbours when it comes to views and opinions that can be proven (or disproved for that matter) by facts. We are better off sticking to the facts, particularly when making decisions under social influence. 
Recent research has shown how subtle cues about the consensus around a given topic can elevate initial inaccuracies into false gospel and drive the entire herd off the cliff.

Data Is Better Than Peers

In typical professional group settings, the first opinion to be voiced (or the one backed by the highest salary) tends to have a disproportionate impact on the rest of the proceedings.
Social conformity and the desire to avoid conflict are also familiar to most. Together, this dynamic duo can steer even the most capable brainstorming group into dire intellectual straits in a matter of minutes, which is why experts such as Adam Grant advocate for brainwriting instead—a process where ideas are first generated individually and only then evaluated jointly.

The First One To Speak

One reason for this is that new and innovative ways of doing things start off as unpopular by definition. Big organizations are also fertile grounds for risk aversion and inertia, both of which slow down the adoption of new ways of doing things regardless of whether there are significant benefits. 
That is why most of the breakthrough leaders we know today found success by boldly going against the wisdom of the crowds. Or could you imagine Elon Musk or Jeff Bezos becoming the wealthiest men in history if they had asked Ford or Barnes & Noble for their views on their business plans?

The Wisdom Of The Crowds Is Often Wrong

productivity

Productivity

problemsolving

Problem Solving

Why you need to make some decisions alone

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