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Wearable Technology in Business: Friend or Foe for HR?

By: mprinz Monday August 8, 2016 comments

Wearable Technology in Business: Friend or Foe for HR?

Step aside Teflon trousers and spill-resistant dresses. Wearable technology is gaining acceptance as more consumers purchase clothing and products designed to help them stay clean, fit and better informed. There are smartshirts and smartbras and smartwatches to track biometric data including heart rate, stamina, fatigue level and a whole lot more. Last year, according to an online survey by Forrester, 20% of Americans use wearable technology. By 2017, that number is expected to double. And the list of new smartproducts, their capabilities... Read More


Corporate Social Responsibility: A Pint for a Pint

By: mprinz Thursday June 23, 2016 comments

A couple of weeks ago, four new elements were added to the Periodic Table . The one I have, under glass below my elbows on the tabletop I type, was outdated. With a red Sharpie, I filled it in this morning and in doing so, noticed number 26 Fe Iron. For some reason it got me thinking about blood. In case you missed it, every year on June 14 th its World Blood Donor Day. Every day should be World Blood Donor Day. People need life-saving transfusions more than once a year. I dont normally endorse things - Disney, bottle rockets or... Read More


Machine Learning Robots: Smart and Pissed with a Purpose

By: mprinz Friday April 8, 2016 comments

Its old news now. Youve probably heard about the robot-gone-rogue Tay and her hate-filled responses. Created to grow like a baby, she was supposed to learn and mature with each human interaction getting smarter as the hours grew longer. Something went awry though. She was killed 24 hours after being introduced to the world as a chatbot with zero chill who targeted 18 24 year olds in playful conversation over several social sites like Twitter. To be clear, zero chill is a catch phrase for recklessness . The blame for her offensive... Read More


Culture Fit vs. Core Values and Purpose (#4)

By: mprinz Friday March 25, 2016 comments

Theres 168 hours in a week. According to the US Department of Labors Bureau of Labor Statistics , the average US worker spends 28% of this time on the clock. Ignoring Coulombs Law for a minute, it makes sense to hire those who are like-minded. People who share common interests, principles and passions will likely play well together. The root of this stems from a Maslow-defined basic human need: the need to belong and to be accepted. Its ingrained in schools, politics, religions and cults and now its a hot topic in HR. The downside of... Read More


Culture Fit and Artificial Intelligence In HR

By: mprinz Monday March 21, 2016 comments

A Closer Look: Can culture fit and personality be accurately determined by analyzing a persons digital footprint? Several companies in cyberspace scour the Web looking for digital trails left behind by users. It makes sense (only 15% of people in the US dont bother with the Internet). Careersunbound is one of those companies. They collect data from various social media platforms and reformat findings into a detailed report about a person personality, culture-fit, profiling stuff. The belief is that these e-footprints provide... Read More


Culture Fit and Coulomb’s Law

By: mprinz Friday March 11, 2016 comments

Have you ever known two people who were similar in nature but couldnt get along? Theres a name for that, Coulombs Law . To put it simply: likes repel, opposites attract. Interestingly enough, the common practice in HR is to filter in the likes those who fit the culture. So what is culture fit? Its the collective work environment including the atmosphere, philosophies, ideals, ideas and actions of a business and its workers. Think of it as the shared make-up of a company. By determining culture fit in theory, employees will thrive, get... Read More


Part IV Emotional Intelligence Tests: Why you shouldn’t put all your eggs in one basket

By: mprinz Friday March 4, 2016 comments

Last week on an Antiques Roadshow rerun, a guest explained how she found an egg while flipping through an auction catalog. Unable to attend the event in person, she phoned in a bid and to her disappointment, lost. She had a bunch of books on antiques and thought the hallmarks looked real - a Faberg could fetch hundreds of thousands of dollars. Her husband suggested she call the auctioneer to see if she could buy it from the buyer. The buyer, experiencing buyers remorse, let her have it for what he paid, $15,000. It was a replica. The problem:... Read More


Part III: Exercising EI in Positions of Power

By: mprinz Friday February 26, 2016 comments

Part III: Exercising EI in Positions of Power

Super Tuesday is almost here. After months of observing candidate frontrunners (sometimes on purpose, and other times subjected) its not their ideas and opinions I began to focus on. It was their behavior and the specific words and actions they used to communicate their views to the public and one another. We discussed the logic and holes in using EI (Emotional Intelligence) tests throughout the employment process in Part I and Part II . The idea being those with high EQs (Emotional Quotients) were typically top-performers the kind of... Read More


The Problem With Emotional Intelligence Testing (EI Part 2)

By: mprinz Wednesday February 17, 2016 comments

The Problem With Emotional Intelligence Testing (EI Part 2)

Ever toss spaghetti at the wall to see if its cooked? Using Emotional Intelligence (EI) testing in the employment process can be like that. Theres a lot to consider including which type, what for (pre-hire or promotion) and how much. Sometim es, the noodle test isnt reliable though - lasagna doesnt stick at all. As we saw in Part I , those with high EQs ( Emotional Quotients ) had a propensity to lead with conviction, were resilient in the face of adversity, and were found to be more engaged and committed which resulted in increased... Read More


Part I –Emotional Intelligence Testing in Recruiting

By: mprinz Thursday February 11, 2016 comments

A pool of candidates is a lot like a box of chocolates you never know who youre going to get even after youve checked-out resumes and validated credentials. You hope by looking over each one, trusting experience and your gut, youll pick out the good from the bad. Besides, when in doubt, theres always flipping a coin. But that didnt work out too well at the Iowa caucuses. How do you determine if someone will be good (i.e. stable, reliable, productive) before you bring him or her in? More and more companies are looking to Emotional... Read More