The Pygmalion Effect

by Eric Garner

A team does as well as you and the team think they can.

This idea is known as "the self-fulfilling prophecy". When you believe the team will perform well, in some strange, magical way they do. And similarly, when you believe they won't perform well, they don't.

There is enough experimental data to suggest that the self-fulfilling prophecy is true. One unusual experiment in 1911 concerned a very clever horse called Hans. This horse had the reputation for being able to add, multiply, subtract, and divide by tapping out the answer with its hooves. The extraordinary thing was that it could do this without its trainer being present. It only needed someone to put the questions.

On investigation, it was found that when the questioner knew the answer, he or she transmitted various very subtle body language clues to Hans such as the raising of an eyebrow or the dilation of the nostrils. Hans simply picked up on these clues and continued tapping until he arrived at the required answer. The questioner expected a response and Hans obliged.

In similar vein, an experiment was carried out at a British school into the performance of a new intake of pupils. At the start of the year, the pupils were each given a rating, ranging from "excellent prospect" to "unlikely to do well". These were totally arbitrary ratings and did not reflect how well the pupils had previously performed. Nevertheless, these ratings were given to the teachers. At the end of the year, the experimenters compared the pupils' performance with the ratings. Despite their real abilities, there was an astonishingly high correlation between performance and ratings. It seems that people perform as well as we expect them to.

The self-fulfilling prophecy is also known as the Pygmalion Effect. This comes from a story by Ovid about Pygmalion, a sculptor and prince of Cyprus, who created an ivory statue of his ideal woman. The result which he called Galatea was so beautiful that he immediately fell in love with it. He begged the goddess Aphrodite to breath life into the statue and make her his own. Aphrodite granted Pygmalion his wish, the statue came to life and the couple married and lived happily ever after.

The story was also the basis of George Bernard Shaw's play "Pygmalion", later turned into the musical "My Fair Lady". In Shaw's play, Professor Henry Higgins claims he can take a Cockney flower girl, Eliza Doolittle, and turn her into a duchess. But, as Eliza herself points out to Higgins' friend Pickering, it isn't what she learns or does that determines whether she will become a duchess, but how she's treated.

"You see, really and truly, apart from the things anyone can pick up (the dressing and the proper way of speaking and so on), the difference between a lady and a flower girl is not how she behaves but how she's treated. I shall always be a flower girl to Professor Higgins, because he always treats me as a flower girl, and always will, but I know I can be a lady to you because you always treat me as a lady, and always will."

The implication of the Pygmalion effect for leaders and managers is massive. It means that the performance of your team depends less on them than it does on you. The performance you get from people is no more or less than what you expect: which means you must always expect the best. As Goethe said, "Treat a man as he is and he will remain as he is. Treat a man as he can and should be and he will become as he can and should be."

Recruiting Excellent Job Candidates

by David Leonhardt

Six Easy Search Tips to Get the Cream of the Crop

An independent recruiter, recruiting agency or executive search firm is charged with tracking down excellent potential candidates for available job positions. Despite the fact that there are innumerable people seeking positions of employment in the 21st century, it often seems to a typical recruiting agency that qualified men and women are few and far between.

Here are six easy tips that recruiting services, staffing firms, or executive search firms should keep in mind when on the hunt for outstanding potential job candidates in the 21st century.

These tips are equally applicable to companies undertaking their own search without the help of recruiting agency services. Indeed, the headaches associated with finding qualified personnel is magnified for a company undertaking its own recruitment efforts.

1. Post an Ad on an Industry-specific Job Board. Oftentimes, a recruiter will take a scattershot approach to finding candidates that are worthy of consideration for an available position. They broadcast far and wide the fact that a certain position is open and available, in big city newspapers and on major Internet job boards.

If a recruiting agency were more thoughtful about its recruitment efforts, it would realize the benefits of positing an announcement of an available position on an industry-specific Internet job board. By posting in a selective and admittedly limited manner, recruiters and staffing firms would be reaching out precisely to the pool of people most likely to be qualified for an open position.

One excellent tool for finding industry-specific job boards can be accessed at The Online Recruiters Directory Job Board Directory.

2. Use Recruiters that Specialize in a Given Field. As with advertising, choosing an effective recruiter might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house personnel directors and human resource managers. While these people do have responsibility for hiring, the search for a new employee with skills beyond the norm for their company can best be targeted by a professional executive head hunter.

The same can be said for specialized fields, such as accounting or information systems. In-house human resources staff might know all about pharmaceutical skill-sets required for a multitude of research and administration positions, but they might rarely have to deal with hiring staff to track money or to keep the computers functioning. That's when recruiting agency services specializing in IT or in accounting can come in handy.

3. Develop an In-House Referral Program. In many instances, exiting staff members can help speed up the search for quality job candidates. Employees often have contacts elsewhere within the industry, some of which may be looking for a change of employment.

By cultivating this internal resource, a personnel director can develop a wealth of ready information about prospective employees who might well serve the organization as valued employees.

4. Search Resumes Posted on Job Boards. In addition to advertising on an industry specific job board, a diligent personnel director or recruiting agency will want to take the time to search and consider resumes that have been posted on job boards.

Often, a person pounding the pavement looking for employment may not have the time to take in and review all of the various available positions that have been posted on a every job board. This is even more true if a given prospect is a highly sought-after candidate, who might be still busy in a current position of responsibility.

5 .Use a Directory of Recruiters. Because there are so many different type of recruiters in business in the 21st century it can often be difficult for in-house human resources staff to pinpoint the recruiter that will be best able to meet the needs of a given employee recruitment campaign. But there are resources available, such as directories of recruiters. One such directory isThe Online Recruiters Directory.

By using a professional directory, in-house human resources staff will be able to identify the most appropriate resources for their company and for the recruiting task at hand. Even staffing firms can benefit from such a recruiters directory to seek help in a specialized field they don't often work with.

6. Don't Rush the Process. Finally, while it is an overused saying, "Rome wasn't built in a day." In the same vein, 99 times out of 100 there is no need to rush the process of seeking, identifying and hiring a new employee, particularly an executive level employee.

A personnel director should take his or her time to identify, screen, interview and hire the best candidate. Throughout this process, a human resources manager or specialist will rely on the services and support tools identified in this article.

By using these tips, in the long run the best possible candidate for a given position will end up being hired, and the company will benefit from the best possible employees.

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David Leonhardt is a freelance writer and professional SEO consultant in Canada. He wrote this article for an online directory of recruiting firms and recruiting agency services. Read more on staffing firms and executive search firms.

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Getting Hired Before the Interview

by Cathy Warschaw

You've been cool and calm up until this moment and making all the right moves. You've sent killer resumes, along with fantastic cover letters, out to dozens of employers. And today a prospective employer has finally contacted you for that first all-important interview. You've studied and planned for this dream position for many days; yet now you are terrified.

What has shaken your confidence? You are suddenly finding yourself obsessing over the horrifying idea of going blank during the interview. You can't sleep well at night and butterflies appear in your stomach each time you think about the big day. Are you alone in feeling this way?

Certainly not. Many job seekers experience anxiety and apprehension when it comes to interviewing with a potential employer. After all, what's not stressful about selling yourself to a total stranger on why he or she should hire you for their company? It was probably an interviewee who came up with, "You never get a second chance to make a first impression."

That statement holds true for job interviewing more than any other situation; but it is possible to prepare yourself for a stellar interview and to literally steal the job before you've even sat down for the interview. Learn how you can increase your chances of landing the job of your dreams with some basic tips and advice.

Firstly, know thy audience. Do your research on the company's history and what products or services they offer. Nothing genuinely flatters an employer more than to know that someone has taken the time to understand what his or her company is all about.

Secondly, develop a very short commercial about yourself. Put together a two-minute summary detailing your strengths, skills, and goals; then commit it to memory. This brief infomercial that is all about you serves to effectively promote and sell you to prospective employers.

A third tip that can't be emphasized enough is to practice, practice, practice your answers to possible questions. Not only does practicing ease anxiety and instill confidence in yourself, but it can also prevent you from going blank during the interview. Some of the most common interview questions are:
* Tell me about yourself.
* What do you know about the services or goods our company provides?
* What are your short and long term goals?
* Describe your strengths and weaknesses.
* What is the greatest challenge you've ever faced and how did you overcome it?

While on the topic of questions, develop a mental list of your own to ask the employer. After all, this could be your future employer; therefore, you should demonstrate enthusiasm and interest for the job for which you are applying. Some suggestions are:

* What are the key responsibilities of this position?
* What is a typical work day like? But no matter how tempting, do not ask about how much money you will be making!

A fourth bit of advice is to bring extra copies of your resume and references with you to the interview. This simple little step shows that you are conscientious; never take the chance of an employer not being able to view all of your hard work and accomplishments just because he didn't have a copy of your resume handy.

A fifth step that is frequently overlooked is lining up your list of references before they are contacted by a potential employer. Your list of contacts should be well-versed on your work skills and strengths and have direct knowledge of your job performance. Guarantee that you receive glowing recommendations by informing your references in advance that they may be contacted by a potential employer.

The following is a list of do's and don'ts to go over when preparing for the job interview.

Do:
* Verify directions and parking before the day of interview.
* Go alone. That means no Mom or your best friend.
* Arrive a little early. Ten to fifteen minutes early is a good practice.
* Be clean and well groomed. Ladies, avoid nail polish, strong perfume, and loud colors and jewelry. Fellows, don't use strong cologne and avoid wearing jewelry.
* Smile and shake hands firmly.
* Make good eye contact.
* Speak clearly and use proper grammar.
* Ask for clarification if you don't understand a question.
* Take time to think about your answers.
* Ask when a hiring decision will be made.
* Thank the prospective employer for their time.
* Write a follow-up letter to the prospective employer within one day following the interview.

Don't:
* Speak too fast.
* Smoke or chew anything.
* Ask about salary.
* Discuss personal or financial problems.
* Criticize your former employers or colleagues.

Remember that the prospective employer has already expressed an interest in you by contacting you for an interview. Take advantage of this golden opportunity by thoroughly preparing yourself to land that dream job. You may find yourself reporting for work on Monday morning.

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Cathy Warschaw is the Director of the Warschaw Learning Institute the leading online dental office training among today's dental professionals, adults changing careers and high school seniors.

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Interview Guide

The interviewer hopes that YOU are the right person for the job. They are under pressure to fill the position so that they can get back to their own work. Therefore you are in a greater position of strength than you think. Concentrate on what you have to offer in the way of qualifications and experience instead of feeling intimidated.

An interviewer has 3 aims:
1) To learn if you are the right person for the job
2) To assess your potential for promotion
3) To decide whether you will fit into the company environment


The key to a successful interview is in preparation
Be prepared: For the types of questions you will be asked
Be prepared: To ask questions yourself
Be prepared: To research the company
Be prepared: To look the part
Be prepared: To turn up on time


Questions you may be asked
Example question: How would you describe yourself?
Your answer: Should describe attributes that will enhance your suitability for the position. Have some ready in advance.

Example question: What are your long-term goals?
Your answer: Should be career orientated. Make sure you have goals to discuss.

Example question: Why did you leave your last job?
Your answer: Could be more responsibility; better opportunity; increased income. Do not be detrimental to your previous employer. He could be the interviewer's golfing partner.

Example question: Why do you want this job?
Your answer: Your answer should be: more responsibility or better opportunity or similar. Not: because it is closer to home or the gym.

Example question: What are your strengths?
Your answer: Should highlight accomplishments and experiences that relate to the position for which you are applying. Also give examples of situations where your strengths have been demonstrated.

Example question: What are your weaknesses?
Your answer: Should not be a list of deficiencies. Don't mention anything that could make the interviewer question your ability to do the job, for example "I am always late for everything." Instead, discuss a weakness that could also be a strength such as "I am a workaholic!"


More Examples of Interview Questions
Tell me a little bit about yourself.
Describe your current / most recent position.
What made you want to make this change?
What do you most enjoy doing in your current /most recent position?
Describe your future ambitions.
How would you describe yourself?


Questions for you to ask
Asking questions at interview has a number of positive effects:
It helps you find out more about the company and the position.
It can be used to divert the interviewer away from a subject you may wish to avoid.
It can help build a rapport with the interviewer.
It demonstrates an interest in the job and the company.
The questions must be about the position and the company.
Avoid questions about salary, benefits and facilities until after you have been offered the job. You should already have researched the company and it's products and services. Your questions should demonstrate knowledge of the company's history, successes and problems. If the interviewer is a representative of the personnel department the questions should relate to the company and be general. Specific questions relating to the position should be kept for the line manager who will have a more detailed knowledge.

Example questions relating to the position
What are the main responsibilities of the job?
What are the most difficult aspects of the job?
How did the vacancy arise?
What is the career path relating to this position?
How will my work be assessed?


Example questions relating to the company
What is the company hoping to achieve in the next 12 months?
What new products are the company planning to introduce in the future?
Are any major changes planned for the department/company?
Who are your biggest competitors?


Where to find company information
Information relating to companies, financial data, industries and business trends is available in business magazines which often publish on the World Wide Web and allow you to order
Annual Reports relating to specific companies.
Companies often have their own web site.
Newspapers - search on-line press reports including archived articles.
Local library


Presentation Tips
Obviously you should be clean and smart in appearance but you should also dress appropriately for the position, for example: a student placement that is more expensively dressed than the Managing Director may have a negative impact.
Clothes should be on the conservative side, which is more acceptable to people of all ages, cultures and backgrounds. After all, you are asking to be accepted into the company. Therefore always avoid extremes in hair, clothes, make-up and jewellery. Taking trouble over your appearance shows the employer that the job is important to you.

Travel tips
Arrive 15 minutes early.
Make sure you have the correct address and know how you will get there:
Parking? Public transport access?
Do a dummy run if you are not sure.
Make sure you have a mobile phone and a telephone number so that you can ring ahead if circumstances beyond your control are making you late.
Be polite to everyone you speak to, it could be the Managing Director's cousin!
Have a copy of your CV with you.


Summary
You should show interest in all aspects of the job and the company especially if shown around the premises.
Do your homework on the company and the nature of its business. Take care in how you dress for the interview. First impressions still count!


Some of the main influences on the interviewer are:
Your experience in other employment or life situations Your personal presentation.
How your personality comes across in the interview
Your background and references
Your enthusiasm for both the job and the organisation.
Relevant qualifications for the position.


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