The sooner we acknowledge its existence, the better prepared we will be to handle and cope with it. Mostly I feel it’s about how WE react to such situation and less about accepting it.
Its been a while since I wrote my blog. A lot has happened since my last update.
I am working with a different company now. I have another little princess in my family. I have gained weight.
Now back to what I was thinking about.
I have found it almost impossible to focus on my strategic tasks at work due to the incessant visitors I get to my office. So after seeking advice from a few very wise mentors I have decided to implement the 9-12 Rule.
The 9-12 rule stipulates that my “visiting hours” so to speak are from 9am to 12pm. After which I work dedicatedly on my research and strategic policy matters.
I shall keep updating my blog with the results I get out of this in due course.
So, where did this come from?
My take on it is , that we do this all the time. We predict / forcast an outcome from past evidence. Simple.
I should be writing the for dummies books now 🙂
As HR professionals, as recruiters, that is what we do, without perhaps fully realizing it. Ever notice, that if a candidate from a particular university was recently fired for being unethical or simple not performing then the next candidate from the same university, prety much gets the boot. Its unfair, I may say. However, the recency effect too, but still. We do it becasue at the back of our mind, a logical model is developing, ringing a bell, telling us , alarming us that this candidate…or more so, this univeristy will because, it did in the past…
So guys, be very careful when evaluating people. GO deep..probe…you may very well loose a very promising new employee because of the wrong assumptions in the model that you create.