Post by account_disabled on Jan 1, 2024 5:18:24 GMT
Your Star t treat them as loners but rather surround them with equally high-quality colleagues. When done correctly, this practice has three main advantages: It improves the quality of everyone's work; it improves service to customers; and it reduces turnover among top performers. About the Authors Boris Groysberg is an associate professor of business administration at Harvard Business School in Boston; is a senior analyst in New York; and Robin Abrahams is a fellow at Harvard Business School. References This article reports some results from a study conducted in collaboration with , which utilized data from , , , and . This research was funded by Harvard Business School Research.
Amy Schulman: Leadership at DLA Piper, Harvard Business School Case No. , year, month, day, Harvard Business School Press. Show all references Tags: Collaborative Recruitment Organizational Psychology Organizational Architecture Reposted from: More like this How to Reskill People: Language Job Function Email List Classes Make Better Allies for Your Employees How far-reaching are the four-day work weeks? Benjamin Lake Twenty Years of Open Innovation You must be logged in to post a comment. First time here? Sign up for a free account: comment on articles and access more articles.
Comment by Charles Krepi 19/01 An important caveat that emerges from this research finding on how to benefit from star hiring is the need to hire people who are a good fit for the organization's team and culture. As rightly pointed out, our research shows that colleagues are a key factor. Calls for further research into the process of determining a new employee's fit and cohesive team before hiring them. Assessment tools that provide insight into the team characteristics of potential new hires and existing teams can be helpful. Great insights into hiring celebrities! An important warning that Charles Carepi's year and day of how to benefit from star recruitment finds that it is necessary to hire people who are suitable for organizational teams and culture.
Amy Schulman: Leadership at DLA Piper, Harvard Business School Case No. , year, month, day, Harvard Business School Press. Show all references Tags: Collaborative Recruitment Organizational Psychology Organizational Architecture Reposted from: More like this How to Reskill People: Language Job Function Email List Classes Make Better Allies for Your Employees How far-reaching are the four-day work weeks? Benjamin Lake Twenty Years of Open Innovation You must be logged in to post a comment. First time here? Sign up for a free account: comment on articles and access more articles.
Comment by Charles Krepi 19/01 An important caveat that emerges from this research finding on how to benefit from star hiring is the need to hire people who are a good fit for the organization's team and culture. As rightly pointed out, our research shows that colleagues are a key factor. Calls for further research into the process of determining a new employee's fit and cohesive team before hiring them. Assessment tools that provide insight into the team characteristics of potential new hires and existing teams can be helpful. Great insights into hiring celebrities! An important warning that Charles Carepi's year and day of how to benefit from star recruitment finds that it is necessary to hire people who are suitable for organizational teams and culture.