(Not) Getting away with buzzwords

How do you link complexity, innovation, diversity and creating effective teams without becoming to buzz-wordy? I’ve been attending two trainings, idenpendenly of each other. One in German, by the German Association of Psychologists called “Widerstände im Change-Prozess” (~Resistance in change processes) and one in Swedish by Psykologifabriken, Innovation360, Broryd Industrier och The Social Few called “Att leda i osäkerhet” (~ Leading in times of uncertainty). In this post, I’ll give it a try to combine the best of two worlds in one post – in English.

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On cognitive dissonance and social identity – big bosses, talent for people and sapiens.

I only realised how excited I am about social psychology when I stumbled upon some well-known concepts and theories in a couple of books I’ve been reading lately. That made me reflect on what I actually know about social psychology and I even went back to my course books and materials to do a semi-propper fact check. This time it’s about how individuals create their identity, or their self-concepts, in relation to their employer and how cognitive dissonance may (or may not) account for certain behaviours. Identity has been central in for example Kajsa Asplund’s “Talang för människor” or a bit more subtle in Palm’s & Alsgren’s “The Big Boss” alongside cognitive dissonance which also plays a role in Sapiens by Yuval Noah Harari. Join me on a journey through three almost randomly selected books and what they can tell us about how psychological concepts are used in popular literature.

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Objective champions & compassionate enthusiasts – Gendered wording in job ads

You might have heard that the way in which job ads are phrased might have an impact on how attractive they are to potential applicants. Some companies offered paid services on improving your ads, other tools are readily available online or you can just check out the original word list here.

And it sounds promising, right? Surely, erasing typical male words is not only an easy thing to do, it´s intuitive that this will increase your influx of female candidates. An attractive low-effort-high-impact recruitment intervention. Or is it?

In this post, I walk you through the original research and some of the media coverage done on the topic and give some tips on how to implement a more gender-balanced perspective in your job ads. I will also take a critical stand regarding if – from a bigger perspective of attracting talents and making them apply – working on your job ad wording is worth the effort. Maybe not surprisingly, my answer is “no” but I believe that in your context, it might be an interesting puzzle piece to consider.

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Big 5 or Big 6?

This essay will describe and evaluate Lee and Ashton’s (2009) 60-item HEXACO-60, a personality inventory which is a shorter version of the 100-item HEXACO-PI-R and is derived from the Big Five personality taxonomy. Firstly, I will briefly describe the HEXACO-60 and reason why it fits best with the trait approaches of personality. After this, I will interweave theory and application by describing why this test has been developed within this theoretical approach. Finally, potential criticism from the two other theoretical developments, namely the humanistic-phenomenological and the psychoanalytic perspective, within personality psychology is accounted for.

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Why “Due to the large number of applications, we are not able to provide individual feedback.” isn’t enough anymore

According to the Swedish Discrimintation Act (diskrimineringslagen 2 kap. 4 §) internal and external applicants have the right to receive written information on the qualifications of those candidates that have been invited to an interview or that have been selected for the position. Based on relevant literature and legal practice from the Swedish labour court, I analyse a couple of anonymised answers from employers which received a request based on DL 2 kap. 4 §. Replying to those requests can be a tricky undertaking if you don’t follow a competence-based and structured recruitment process. I elaborate on practical implications and provide suggestions on how to improve recruitment processes so that “DL 2 kap. 4 §”-requests don’t take you by surprise.

This essay is written in Swedish but automated translation to English usually works pretty okay. 

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Leadership in cross-cultural contexts (Part III)

Almost a year ago I have taken on my first formal leadership role as team lead. I have had experience from informal leadership roles (project leader, central function position) in cross-cultural contexts and some theoretical knowledge on cross-cultural management. Now I was curious about the concept of leadership in cross-cultural settings and enrolled in a university course on that topic. This is part three of a series of three posts (find part I here, part II here) describing my main learnings from the course.

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Leadership in cross-cultural contexts (Part II)

Almost a year ago I have taken on my first formal leadership role as team lead. I have had experience from informal leadership roles (project leader, central function position) in cross-cultural contexts and some theoretical knowledge on cross-cultural management. Now I was curious about the concept of leadership in cross-cultural settings and enrolled in a university course on that topic. This is part two of a series of three posts (find part I here, part III here) describing my main learnings from the course.

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Leadership in cross-cultural contexts (Part I)

Almost a year ago I have taken on my first formal leadership role as team lead. I have had experience from informal leadership roles (project leader, central function position) in cross-cultural contexts and some theoretical knowledge on cross-cultural management. Now I was curious about the concept of leadership in cross-cultural settings and enrolled in a university course on that topic. This is part one of a series of three (find post II here and post III here) posts describing my main learnings from the course.

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Neuroscience through the eyes of a newbie

I did it again. After 6 ECTS in a summer school course covering the brain & behavior, I took a 15 ECTS distance course covering neuroscience basics. Along the way, I documented insights which challenged my knowledge and practice in human resource management and beyond. This post consists of three parts: first, I shared the most insightful questions and answers from my course, second, you will find some of my general reflections and finally, you can find a section with recommended further resources. Enjoy!

Disclaimer: As a neuroscience professional you might find these basics mundane and simplified, if even incorrect. In case of the latter, please reach out and support me in my learning process.

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Effective ways of reducing the number of competent (international) HR applicants (Swedish edition)

Feel free to copy this job posting blue-print for your next HR-professional opening for a Swedish company. You will greatly reduce the number of applications from competent (international) candidates and in addition severely harm your employer brand. All translations my work, originals taken from real job descriptions.

  • Du har en PA-utbildning och minst tre års erfarenhet av brett HR-arbete med HR-frågor. (= You have a ”PA”-qualification and a minimum of three years of experience from broad HR-work with HR questions.) [1]
  • Erfarenhet av att arbeta i process med ARUBA (= Experience from working according to ARUBA) [2]
  • Vidare är du en street-smart person. (=Besides that, you are a street-smart person.) [3]
  • Du älskar att vara spindeln i nätet. (= You love to be the spider in the web.) [4]
  • A sense of humour is greatly appreciated [5]
  • Swedish and English mandatory [6]

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