Milan Relay Marathon – Sunday 2nd April 2017
CFR Executive Search Alliance’s Italy partner, Human Value HR Solutions, participated in the Milan Relay Marathon last Sunday on the same day as the Annual Marathon. The Relay Marathon is a unique event as Runners can only take part if they sign up via a Registered Charity. Human Value HR Solutions ran for its sponsored charity www.oklahoma.it as part of its efforts to help mainly migrant adolescent boys without families to integrate into society.
Laura Townsend-Green, Director of CFR Global Executive Search and Senior Associate at Human Value HR Solutions Italy, ran ¼ of the Milan Relay Marathon in a team of 4 with Eid, a 17 year-old boy from Egypt who migrated to Italy in the hope of being able to help his family back home.
Eid is one of 20 boys picked up off Milan’s streets and welcomed into the “Oklahoma” boys home. Oklahoma supports and educates teenage boys without families. This in order to integrate them into society and prepare them for jobs – their ticket to a future with hope.
The boys show great spirit and are kind, lively, enthusiastic and well-behaved. They are cared for by wonderful professionals and volunteers, indeed www.oklahoma.it won a merit award in 2016 from the City of Milan for outstanding community service. The Charity was co-founded by an American who associated the USA state of Oklahoma with a concept of space, tranquility and open-mindedness.
Given the continuing wave of migrants from Africa, the Middle East, parts of Asia and Eastern Europe, Human Value believes that we all need to get involved to help people rebuild their lives and add value to themselves and the societies they inhabit. We also agree with Oklahoma that diversity is an asset to be valued. Some boys speak English or French in addition to Italian and their national language and are a great resource for international companies.
17 year-old Eid did a great time – 7 kilometers in 32 minutes he proudly informed me and confirmed by the official chip timings. Mina – a former boy from the home who is also Egyptian and now working full time – did 12.7 kilometers in 1 hour 5 mins which was also good.
HumanValue, as part of its commitment to cultural diversity, is hoping to be able to introduce the boys for suitable roles – free of charge – to selected clients who can take advantage of the tax incentives and benefits the Italian government offers to companies who employ and train staff.
Please contact firstname.lastname@example.org if your company is interested in taking part in our scheme and of course…come and run with us next year!
Director, CFR Global Executive Search
Senior Associate, Human Value HR Solutions, Italy
ECSSA questions about how much Artificial Intelligence impacts on the search & selection process and whether it will replace the human factor.
Let’s face it: Artificial Intelligence (AI) has already carved out a place in the recruitment world.
It has been years since software is able to sort out profiles out of thousands of resumes, just in a few seconds, through typing the key words.
CV scanners are quick at spotting relevant information in the resumes, analyzing the data and finally suggesting whether the candidate might have the right experience or technical skills.
As for the behavior skills, on-line tests do exist, leading to soft skills profiling. Those who believe that on-line test results are reliable will certainly come to the conclusion that a robot can do a proper selection job after all.
But what about the communication skills and emotional intelligence, whose evaluation normally requires a face-to-face interview?
There again, technology seems to be able to do the job Tim Roth is so good at in “Lie to me”.
Candidates can be video-recorded, and a tool is now able to analyze hesitations, modulation of the voice, micro-expressions and many more, leading to valuable information enriching their profile.
So, is it the end of recruitment consulting at least on the assessment side? Surely not.
At the end, the complexity of the decision making will always require human contribution because we know that a successful recruitment is a question of compromise. Compromise between the demonstrated and required skills (it never matches perfectly), taking into account motivations and values of the candidate, those two probably the most difficult features to assess.
More on tools?
pomato.com - “scans all the resumes and provides a ranking report, showing which candidates best match your job requirements (not just keywords)”
hirevue.com - “gather and analyze predictive performance data without the lengthy process of
Along with Personality Profiles, assessments of verbal and numerical applied intelligence have long been included in the armoury of those making decisions about who to choose when filling key vacancies. Although the subject prompts hearty debate amongst both supporters and detractors of such techniques, there is plenty of research based evidence which supports the inclusion of these practices. At CFR UK, we have found that an assessment of personality and critical reasoning i.e. the speed and accuracy of problem-solving in both numerical and verbal contexts, are valuable additions to other recruitment techniques.
A relatively new kid on the block and attracting more interest is EQ or Emotional Intelligence. This is perhaps the missing link which explains the strange anomaly that people with average critical reasoning scores outperform those with the highest scores 70% of the time. EQ has been described as “the something” in each of us which is intangible.
“The rules for work are changing. We are being judged by a new yardstick: not just by how smart we are, or by our training and expertise, but also by how well we handle ourselves and each other”.
How we handle ourselves and how well we handle other people is at the heart of the EQ concept of. There is heightened awareness for this measure, which is particularly relevant to the modern working environment and it has a profound impact on the judged effectiveness of our work performance. The main emphasis is no longer on what we know, our specialist skills or how well we can solve complex critical problems. These are still important but they count for little in many organisations if the individual has difficulty adjusting to the pace of change and can’t interact effectively with others in the organisation.
EQ has various applications e.g. in performance development and coaching as well as in team development however, its value in selection should not be underestimated. Using trained practitioners, CFR UK is able to assess and compare candidates’ EQ as part of the selection process. It is intended as a “value add” rather than a “stand alone” measure, particularly given that selection decisions should always be taken in the context of the broader job demands. Also, the more techniques included in a selection process, the greater the likelihood of an excellent selection decision.
Like IQ, personality can’t be used to predict EQ and like IQ, personality really doesn’t change much through life although of course learnt behaviour can. Personality, IQ and EQ each cover unique ground and help to explain what “makes a person tick”. Although some people are more emotionally intelligent than others, it is possible to develop higher EQ even if you aren’t born with it.
By offering our clients detail under all three categories, we can provide vital knowledge about a shortlist - not to make a decision for the client but to provide excellent information which the hiring manager can use in making the best choice.