Summer is — unofficially — here! Fire up the grill and read these top five stories from Talentmgt.com for the week of May 26.
1. The Upside of Negative Thinking: Positive thinking in business abounds. But some say a more complete psychological mindset comes from the power of negative thinking. Talent Management editor Eric Short has the story.
2. Employers Inflexible About Flextime: Though many big-name companies offer flexible scheduling, a recent study found that employers implicitly favor early birds over night owls. Talent Management editor Sarah Sipek has more.
3. The Pay-for-Performance Fallacy: Money is a powerful tool for attracting top talent. But when it comes to increasing motivation, performance and engagement, other psychological factors reign supreme. Sebastian Bailey, president of Mind Gym Inc., a performance management firm, has the story.
4. Goin’ ROWE: Looking to broaden its appeal in tech talent-heavy Southern California, Edmunds.com removed the barriers on when and where employees could work. Talent Management editor Max Mihelich has more in this issue’s cover story case study.
5. The ‘Moneyball Moment’ of Talent Management | Video: Editor Max Mihelich talks with contributing editor Kris Dunn about his latest column for Talent Management‘s sister publication Workforce, “Moneyball: It’s One for the Ages.”
In Other News …
Online shoe retailer Zappos has done it again. Long known as the “out there” company willing to experiment and ditch many long-held traditional human resources and corporate culture practices, Zappos is dumping job postings in favor of asking potential hires to join its online social network.
With the rise of so-called social recruiting, many human resources and talent acquisition efforts have derided the job posting as a dead medium, even though most companies still rely on them for collecting applicants. Now, Zappos is making a bold move by ditching the job posting entirely.
According to The Wall Street Journal this week, the company asks interested recruits to join its social network, where they will interact with current employees and recruiters. If those interactions go well, the article said, then recruiters at the company — after having interactions with prospective candidates over the network — will reach out to them as positions come open.
Read more here.
Also, the six most powerful words in networking, via Business Insider. Read here.