Jun 212011
I have been reading about feedback loops on the @wired magazine. If you’re not familiar with the concept, feedback loops describe the process through which we are prompted with actionable information that makes us sustainably change our behaviour in the foreseeable term.
One case of positive behaviour described in wired is that of the radar-powered, real-time speed signals by the side of the road (those that tell you ‘your speed is 67KM, thank you!’ or ‘your speed is 103KM slow down’).
Even though there is no punishment for speeding (fines, pep-talk by a constable), these signals appear to be the most effective and longest-lasting mechanism to make people do the right thing. The environment gives the individual enough data and ‘resources’ to do the right thing.
Similar examples are more briefly discussed (e.g. cutting down on energy consumption through being informed as to our carbon footprint in real time, etc.). Feedback loops are set to become even more pervasive as the data collection sub-process (which originates the loop) becomes seriously inexpensive – in the main, due to technology getting cheaper.
This got me thinking as to how we could apply feedback loops in the workplace; more specifically: Can we reinvigorate a process such as the employee performance review if we redefine it as a feedback loop of sorts?
- We’d need employee performance data collected ubiquitously and in real time; we cannot ask staff or managers to fill in more forms, more regularly.
- We’d need a scale that translates a particular employee activity/output into a level of ‘business success’ against which his/her performance can be assessed.
- We’d need a way to communicate the level of business success an employee has attained, perhaps on a confidential basis if needed, perhaps publicly made when an ‘outstanding’ success was attained.
- Employees would need the space/latitude to modify/reinforce their behaviour – effectively creating the loop and hopefully replicating it.
This might be crazy talk but, if these parameters and mechanisms could be created, we can render employee appraisal method obsolete.
More to the point, possibly managers may already be using, albeit informally/non-systematically, a loose feedback loop (e.g. when immediate feedback is given, pats in the back, prompt escalations, etc. The beauty of an institutionalised process would come from the aggregation of comparable data across entire organisations, and dissectible by teams, branches, etc.
Wired mentions that at – some point in time – by-the-side-of-the-road radar technology would have been unthinkable due to cost. That is no more. That makes me a bit hopeful as to what we can achieve in the workplace in regards to people (self) management and leadership.
Jan 202009
Recently, Geoff Jennings reported a price increase in the C1 product which, correction notwithstanding, still took home the message that noone likes a price hike. Fair enough.
Even though nominal prices per ad were to go up for advertisers can I suggest the acquisition cost of acquiring candidates/job applicants may be going down?
This would be the obvious result of having more applications per ad (in turn due to more people looking for work altogether and, to a lesser extent, reduced ad re-posting). This argument assumes similar ‘quality’ of applicants, which is a can of worms I will open for the next inauguration, if ok with you.
Last time I checked, at 185 USD, a LinkedIn ad looked pretty unaffordable, in the words of a few recruiters I spoke to. But, what if that ad delivers more ‘quality’ candidates, or even the candidate that ends up being placed, earning the fees to the consultant?
I made this point in a previous post, Advertisers pay for an ad, but expect more than posting; they expect distribution and targeting. So if C1 is nominally more expensive than Seek for some of its ad packages. they might want to get ready to justify it in terms of application volumes (post note: turns out they’re not more expensive than Seek which puts the universe in balance again).
This tight period may prompt advertisers to pick up a pencil and review the source of their candidates; nominal per-ad prices might be misleading.
Oct 282008
HT to Matthew
when i go to a blog or website that does not have an about section, it reminds me of all those candidates that believe that they don’t need a resume to apply for a job.
Apr 012008
Today I was stressing about how little I had blogged over the whole of 2008. So I came here to pin up yet again another insightful piece about recruitment and sourcing, only to be mortally distracted by Seth’s tag. So here I go.
8 little known facts about me:
1. My grandmother on dad’s side was Chinese. My grandmother on mum’s side was French. My grandfather on dad’s side was from the Basque country and my grandad on mum’s side was a Peruvian northerner who liked Pisco a bit too much. Obviously I am not making this any simpler for my kids by moving to Australia from Peru.
2. I am a 100% pure, undistilled leftie. The sole purpose of the existence of the right side of my body is so that I can claim that I am symmetrical (give or take)
3. My first experience with computing was with the uni IBM mainframe running assignments for the econometrics and statistics subjects. I used to spend hours in front of the screen typing and submitting my mates’ jobs ’cause they were too scared to screw up or something.
4. The first personal computer I worked regularly with was an Apple IIe; the first business program I used was multiplan.I have fond memories of the flickering green.
5. I am a closet rev head. I love my beemer and I pray every day that I can always afford the scheduled maintenance/service
6. I am very eclectic with music; I will refuse to be pigeon holed and will always make the effort to jump around genres (jumparound, jumparound)
7. My Biggest brush with fame was with Pat Rafter. Got introduced to him at a kids’ birthday party. Awkward part was that I was kidless at the time (not)
8. I am almost unrealistically optimistic / positive person, your half-glass-full-even-though-there-is-no-glass kinda guy. It’s not that I try hard, it’s just in the make up.
Now I need to tag other eight people/bloggers to get the ball to continue to roll:
Laurel
Mark
Michael
John
Steven
Kris R
Jye
Kris J
Have a great rest of the week
Aug 162007
I can’t believe I haven’t blogged for over a month. Apologies to my three readers, if you’re still around
I heard an ad on the radio this morning, about jobslive I hadn’t heard about the site before, so I thought I’d check it out. first impressions:
a) because I’d only heard the address I went first to www.jobslife.com.au, i know i know maybe not intuitive like jobslive.com.au but that’s a hindsight. Maybe these guys want to register jobslife too in case there are more clueless users like me.
b) i like the site’s layout and color scheme – maybe a bit heavy on the make up (all that mascara darling!!), but let’s see if it gets too much for returning visitors or it becomes a new standard on design. it’s certainly different/more contemporary
c) it has a separate dedicated area for employers branded hrlive, already including ad prices comparable if not lower to some of the top three so we know where they’re heading. Also, I think a resume or profile dbase is in the making for sale as soon as numbers are chunkier.
d) the ad announced that job seekers can find out if their application has been received/their resumes read. which to me is an add on that had been missing since forever from the candidate experience. Applications can also be withdrawn after the send button has been pushed. I am unsure how popular this function will be, but it was good for me because I canceled the bogus application I sent to test the site
e) the strap line, in case it could have been changed. was not the right one specially after jobs.com.au. Coming from southamerica I am not sure how many more revolts and revolutions I can outlive.
Your impressions?
The problem is that human attention, unlike technology, has limits. There are only so many digital inputs we can realistically pay quality attention to in our busy, multitasked lives. Demands for our attention have outstripped our finite supply of time. A crash is coming, folks. But this time it’s not financial — it’s personal.
From Steve Rubel’s article, via gapinvoid’s twitter
Just running it for a friend of mine at Ross. I am not getting paid referrals or anything of the sort to pass this on. If you happen to read and are interested in any of the jobs going in this project contact michael.queally@juliaross.com, he’ll be happy to hear from ya.
OVER 100 JOBS to start next week!
ADMINISTRATION ASSISTANTS WANTED
$21.00p/h
4 – 6 months (Travellers are welcome to apply)
FREE TRANSPORT FROM CENTRAL STATION
PAID TRAVEL TIME FROM CENTRALThis respected company, has a number of roles available for good communicators and administrators to start immediately. Transport and training supplied!
This is a temporary role for up to 6 months – there may be opportunities for permanency.
Analytical and reasoning skills
Available for 6 months
Good communication skills are essential
Ability to process complex information
Ideally candidates will have a tertiary qualification
Candidates will need to be available between the hours of 8am and 6pmWe will be holding assessment centres today Friday 15th and Saturday at 10.00am.
