Archive for the ‘Zircon’ category

Dr. Amanda Potter at the Learning & Skills Conference

May 8th, 2013

Dr Amanda Potter of Zircon, recently presented the findings of the extensive research into FTSE100/Fortune500 organisations which reveals that talent management strategies are not being well enough communicated throughout larger organisations and that competencies alone are no longer enough to make effective hiring, succession planning and development decisions. » Read more: Dr. Amanda Potter at the Learning & Skills Conference

Universities no longer advertising free unpaid internships and work placements

May 3rd, 2013

At Zircon we strongly believe in the wealth of experience that internships and work experience placements can bring to the future careers of students which is why we welcome students into our environment as much as we can. Not only does it help the students to affirm their career choices but they can also bring diversity into our workplace which we always welcome. » Read more: Universities no longer advertising free unpaid internships and work placements

My Occupational Psychology Work Experience with Zircon

April 30th, 2013

After completing my degree in Psychology with Sport Science at University of Exeter, I set myself the challenge of securing an internship or work experience with practicing Psychologists to support my Occupational Psychology Masters applications for September 2013. I decided to research as many companies as possible, making contact to each, specifying my ambition to become an Occupational Psychologist and my interest in the unique service they offer. » Read more: My Occupational Psychology Work Experience with Zircon

More Mr Nice Guy – Why ‘Nice Companies’ Can Be More Successful

April 26th, 2013

Within Zircon, Dr Amanda Potter and her team of Occupational Psychologists are constantly working hard to remain up-to-date with current research within the realms of Occupational Psychology. Being a specialist organisation in Talent Management, Zircon are aware of the growing importance of having successful leadership and a flawless reputation to their clients. » Read more: More Mr Nice Guy – Why ‘Nice Companies’ Can Be More Successful

Are Competencies Dead? A Case for Values, Capabilities

April 24th, 2013

Within Zircon, Dr Amanda Potter and her team of Occupational Psychologists are finding that more and more organisations are looking to adopt a values or strengths-based recruitment process. We are often asked, “How can we assess Cultural Fit?” and “Does adopting a strengths-based or values-based approach to selection mean we have to lose our competency framework?” » Read more: Are Competencies Dead? A Case for Values, Capabilities

Happiness and Success: A Linear or Circular Relationship?

April 19th, 2013

Are positive people more successful or are successful people more positive?

Within Zircon we work with our clients to identify the critical success factors and differentiators of success for their employees. When discussing success, it is often presumed that success in life stimulates the onset of positivity and happiness; however a recent article written in the Appreciating » Read more: Happiness and Success: A Linear or Circular Relationship?

The Future of Talent Management: What does the future look like? Part 2

April 4th, 2013

How can organisations sell the importance of TM to their shareholders when they do not measure the financial impact of their TM strategy?

Here is the next part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

Whilst the review and assessment of TM strategies are recognised as important few organisations measure the ROI. Indeed, only 5% of Leaders said their organisation had a valid and reliable measure of return on investment (ROI) of their TM practices. 44% say they never measure the ROI of their TM practices, 26% are not sure and 25% have a process but do not consistently use it. In addition to this only 2% consistently assess the impact of TM strategy on Total Shareholder Return (TSR) with 53% reporting it is not assessed at all, 25% being unsure, 14% reporting it not applicable and the remaining 6% reporting it being assessed on some strategies. » Read more: The Future of Talent Management: What does the future look like? Part 2

The Role of Stress or ‘Eustress’ in Coaching for Performance

March 14th, 2013

An article, recently written in the Harvard Business Review (Schwartz, 2012) addressed the importance of stress and pressure, in order to encourage development and enable individuals to reach their ultimate potential. As Business Psychologists and HR leaders at Zircon Management Consulting, we began to consider how this idea fits with our ways of working and what we promote as a business. » Read more: The Role of Stress or ‘Eustress’ in Coaching for Performance

The Future of Talent Management: What does the future look like? Part 1

February 19th, 2013

Organisations will increase their focus on TM over the next three years, however they do not have adequate budget to attract, recruit, develop or retain talent.

Here is the next part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

The majority of Leaders who completed the survey recognised that the focus on TM had increased over the past 3 years. 82% of the Leaders said they have had an increased focus on TM in the past 3 years. A high percentage of individuals from HR (91.5%) and from Talent (83%) supported this statement, however only 68% of Business Leaders concurred. » Read more: The Future of Talent Management: What does the future look like? Part 1

Are Competency Interviews valid for Graduate Assessment?

February 15th, 2013

Within Zircon, we have a keen interest on whether or not competency or capability assessment is enough, or should we also look at how organisations can assess and develop strengths at work? A recent blog posted by Capp (http://blog.cappeu.com/) has raised the concern that due to the nature of competency-based interviewing for graduate roles, many talented and capable graduates may struggle to gain jobs. The heart of the issue is that graduates frequently face a “chicken and egg” conundrum, whereby experience is necessary to gain a job, yet a job is necessary to gain experience. » Read more: Are Competency Interviews valid for Graduate Assessment?