We can all produce creative, original work. Heres what holds people back

We can all produce creative, original work. Heres what holds people backWe can all produce creative, original work. Heres what holds people backAdam Grantis an organizational psychologist, the top-rated professor at Wharton, and the 1 bestselling author ofOriginals How Non-Conformists Move the World. He recently sat down withSrinivas Raoon theUnmistakable Creative podcastto discuss why our assumptions about original thinkers are so wrong, and how we can avoid the common mistakes that prevent people from achieving their creative and professional goals.SriniInOriginals, you shed light on some things that people might have misperceptions about. Is there a way we could look at the framework of the book, and then go into the impact-based actions?AdamI walked in thinking that to be an original partee in the world, a non-conformist who drives creativity and change, you had to be four things I thought you had to be a risk-taker you had to be full of confidence you had to have great ideas and you had to be the first mover. I discovered that all those things were wrong.Not only wrong, but backward. It turns out that most of the original people in the world, whether youre looking at Nobel Prize-winning scientists, successful entrepreneurs, or creative musicians and artists, they have the opposite traits in common. Theyre leid daredevils- theyre pretty risk-averse. Theyre cautious. They feel the same doubt and fear that the rest of us do- they just harness it as motivation, as opposed to being paralyzed by it.They have bad ideas. In fact, they have mora bad ideas than the rest of us. Thats how they get to true originality- they generate enough volume to get variety and stumble on something new. Theyre not first movers- theyre procrastinators. They abflug things early, but they are deliberately slow to finish because they know that good ideas often take time to develop.Those discoveries really turned upside down my understanding of what it took to be original. It made me re alize that original people are not as different from the rest of us as I thought. Lots of people have original ideas- they just dont generate enough variations on them to make them promising. They dont know how to judge whether an idea is any good. They need insight on how to speak up effectively and get heard and gain allies. Everyone has the potential to do something original- the hard part is developing the knowledge and skills and confidence to give it a shot.SriniIf youve ever seen an interview with venture investor Chris Sacca, he talks about this concept called the inevitability of success. He says that every person hes invested in that has been a big success has believed that their success welches inevitable.AdamThe data I have dont track perfectly with Chris experience, in the sense that more often, the people who do original things in the world had convinced themselves of the inevitability ofeffort. They say, I feel like I have the capability to do something important. I d ont know whether Im going to succeed or not, but I cannot live with myself as somebody who didnt try. Thats the way they overcome the paralyzing fear that freezes a lot of us.Everyone has the potential to do something original- the hard part is developing the knowledge and skills and confidence to give it a shot.1Elon Musk told me that he was convinced that Tesla was not going to succeed. He was sure that the first few SpaceX launches would never get off the ground. I was struck. I asked him, How did you find the motivation and the courage to do it anyway? He said, It was too important to not try. There was no inevitability of success there. In fact, in his mind, it was much more an inevitability of failure. He just felt like the mission mattered so much. He has this tremendous desire to create a sustainable future for humanity, and space flight is a big part of that.I would add that I think people have the relationship between confidence and success backward. You think you have to be one of these brash people, full of conviction, in order to achieve success. But confidence is actually won through success. A lot of the entrepreneurs who are doing crazy things in Silicon Valley are not different from you. Theyre not smarter than you- they just tried when you sat still. Then you do try and you succeed, and youre like, Hey, maybe I can do this after all. Your confidence grows in proportion to the things that youve accomplished.Too many people are waiting around for that magic moment when all of a sudden, they feel like, I can do this. What they should do is charge forward anyway, with plenty of doubt, and know that if they achieve some success, thats where their confidence is going to build.SriniWeve talked extensively about the confidence piece. What are the misperceptions that we have about risk and success?AdamMy favorite study on this looked at entrepreneurs who have a choice. When they have an idea for a business, they can either quit their jobs- which is wh at the risk-seeking entrepreneurs do- or they can play it safe, hang on to their day-to-day work and salary, and start the business as a hobby on the side. If you look at a nationally representative study of thousands of American entrepreneurs, it turns out thatthe second group is 33% less likely to fail than the first group.There are lots of entrepreneurs who are swashbuckling pirates, but those are the ones who screw up a lot. The ones who make smarter choices say, You know, Im going to walk the edge of a cliff. Im going to triple check my parachute, and then have a safety net at the bottom. Also, instead of feeling rushed because theyve made a full-time leap to get a product to market and start bringing in revenue, they feel like they bought themselves the time and the freedom to really do it right.SriniI have to have you talk about the Warby Parker story. What are the lessons you took from that?AdamAt my first class at Wharton, Neil Blumenthal came to me, and he said, Im thinkin g about starting this company with three friends, to sell glasses online. I thought it was just insane. Who would ever buy glasses online? You have to go into the store and try them onOne of the things that they did really cleverly was change their pitch over time. They had so many people tell them, Look, if this was a good idea, someone would have already done it. They had to show them how many domains were really slow for that to happen, so they went and said, Were going to do for glasses what Zappos did for shoes. All of a sudden, people are like, Oh yeah, I didnt use to order shoes online, but now I dont even think twice about it. Maybe the same thing could happen for glasses.GQeven called them Netflix for eyewear.I overlooked the power of taking an original idea that was unfamiliar, and making it familiar by connecting it to a concept that people already understood. One of the big mistakes that I made was that I thought it made them sound derivative.SriniLets talk about the myt h that is the first-mover advantage. Theres so much interesting research you came up with that dispels that.AdamThe day before Warby Parker launched- actually thenightbefore the company launched- they still did not have a functioning website. Its like, You guys, you realize this whole business is just a website. Thats literally all it is I thought they were toast, because they had spent six months dragging their heels, just trying to name the company and build the brand in a creative way. Meanwhile, they had all these competitors arriving on the scene. They missed their first-mover advantage- theyre screwed.Then you look at all the research, and you see that most of the time, first movers have a disadvantage, not an advantage. You see this in almost every domain- in 50 different product categories, in over 500 companies. People think that to be original, you have to be first. You dont. You just have to be different and better.Its much easier to improve on someone elses idea than it is to create a market from scratch. Youre the first mover you have to get people used to the idea of doing something completely new. Somebody else can swoop in and say, Hey, you just created a market for me. I can dramatically improve on your technology- were making the product far more user-friendly. I think its one of the reasons that Facebook succeeded where Friendster and MySpace failed. Its one of the ways that Google was able to enter after AltaVista and Ask Jeeves and Yahoo.Im not saying you should wait to be the last mover- thats not smart either. But dont rush to go first thats not what it takes to be a successful entrepreneur.SriniAwesome. Lets look at the actions for impact that you talk about at the end of the book, so that people can start thinking about how they might apply this in their own work.AdamWhen I work with entrepreneurs, leaders, and students, they just do not have enough ideas. So the first and most important application here is to triple your output. Theyl l say, But Ive run out of steam. I already love my third idea. I will come back and say, Ive yet to meet an original person who only had three ideas. I think that a lot of people feel like, After Ive generated a few ideas, I just run out of possibilities Butthats the moment when you are ready to be original,because youve freed yourself from the most conventional ideas that came to mind first. So when youre trying to solve a problem or come up with a creative insight, whatever your normal target number of ideas would be, I would say triple it.Its going to be harder- you may have to procrastinate for a few days, or at least a few hours, and work on something thats a little bit mindless, to let some unconscious processing happening. Thats where youll often improve your ability to do something truly new.SriniThats interesting to me, because I write a thousand words every morning. I was just thinking about 2013, which was the most prolific year I ever had, and I realized it was entirely due to output, not quality. In fact, 90% of what I write is unusable. But in that period, I self-published two books, produced a conference, and produced more than 100 episodes of a podcast.AdamKurt Vonnegut had this great distinction between bashers and swoopers. Bashers are the people who write perfect sentences one at a time- they dont move on until theyve nailed each one. Swoopers churn out a bunch of thoughts, and then they go back, and they treat editing and revising as a separate process from generating.I dont think anyone should ever be a basher. If you look at all the evidence thats come out in the past few decades on what it takes to be original, it consistently says that quantity is the best path to quality. As a basher, yes, you would churn out maybe a few things that are perfectly done, but their odds of being novel are lower, and you generate a lot less output. As a swooper, you can get a lot more done and be every bit as original. Why not go that route?Another thing t hat is important for the practical perspective is that so many entrepreneurs and creative people only talk about the positives of their ideas. I loved the example ofRufus Griscom, who pitched his startup by telling investors, Here are the three reasons you shouldnotback my company. That approach ended up being wildly successful. We were trained to address arguments in debate class, but we forget to do it when it comes to pitching new ideas because we just get so excited about them. Were worried that other people are going to see the holes, and we dont want to make that any easier. But if youre pitching it to anyone who is interested and knowledgeable, theyre going to see all the flaws that you do. You can show that youre balanced and honest and self-critical by saying, Look, I have this idea. Heres why I think its promising. I do have two or three big concerns about it, and I would love to chat about how you would go about addressing them.If you ask for the advice of your audience, you can actually engage them in a joint problem-solving dialogue, which is a much better way to present your ideas than this adversarial, No, all of your objections are wrong approach that a lot of entrepreneurs and creators get stuck in.Weve learned so much from high-reliability organizations on this. If you look at space flight organizations, nuclear power plants, hospitals, airlines- anybody who has to maintain consistent performance where the costs of errors are devastating- what you see is a tremendous preoccupation with failure.You want an environment where its unsafe tonotspeak up about problems and issues and flaws that you see.It would be really great if more organizations worked that way.I think that kind of tempered radicalism is what a lot of originals have to master. Because if you have a wildly creative idea, the more transparent you are about what your ultimate imagination is, the more people are going to think that youre ridiculous. If you can set up some more modera te milestones along the way, then as you make progress, you can start to unveil whats really in the Trojan horse.SriniIf we all have the capacity to do original work, why do you think we see such a wide spectrum of achievement when it comes to human performance?AdamI think a lot of it comes down to a combination of fear and futility.The fear part is being worried that youre going to look stupid or embarrass yourself in some way,and not realizing that in the long run, the regrets you have are the chances not taken- those are the things you wish you could do over the most. Then futility being, I dont believe that anybody is really going to hear me or take this seriously.Elizabeth Gilbert had a great observation about this. She said, All these people are going around saying, Im not creative- but thats a bad sentence, an irrational thought. Because every person is unique in one way or another. Imagine substituting Im not creative with Im not curious. You would laugh at that statement.Ev en if you feel like youre not curious, you can wake up tomorrow morning and ask questions that youve never asked before, or wonder about something thats always intrigued you, but you never pursued. Once you realize that curiosity is a starting point to being creative and doing something original, you realize that we could all do a little bit more of that.SriniIn terms of communicating your original ideas to another group of people, how do you enroll people in what you believe?AdamTry to get more exposure for your idea. The evidence suggests that most of the time, it takes 10 to 20 exposures to an idea before people are really comfortable with it. And the more original it is, the more they need to get their minds around it. So when your boss goes and shoots down your idea, go back a few days later and say, You know that idea that you shot down on Tuesday? Ive been thinking a lot about your feedback- you gave me some great advice. Heres a different way of thinking about it. Whats your take on this?Another thing is that sometimes, you have to hide what youre really after. Elon Musk had been thinking about Mars for a while, but when he recruited engineers to join him at SpaceX, he didnt mention Mars, because people thought it was crazy Whats this guy from PayPal going to do to get us into space, let alone colonize another planet? He became what researchers call a tempered radical, somebody who has an extreme idea but couches it in more moderate language. He says, Look, I want to get a private commercial vehicle into space, and then eventually get it back. Once they prove they can do that, now Mars does not sound so far-fetched.This conversation has been edited and condensed.Click here to listen to the full version on the Unmistakable Creative podcast.

All Eyes On Blankfeins Bonus

All Eyes On Blankfeins BonusAll Eyes On Blankfeins BonusNo word yet on how much Goldmans head honcho will bank in incentive pay for his services in 2009, but some say Lloyd will be taking home $100 million, while others say hell get nill. Chances are the number will lie somewhere in between, likely much closer to the nine-digit figure than the single-digit one.

Webinar Offers Insight Into the Federal RD Budget

Webinar Offers Insight Into the Federal RD Budget Webinar Offers Insight Into the Federal RD Budget Webinar Offers Insight Into the Federal R&D BudgetMatthew HourihanASMEs Government Relations department will present a free webinar, Fiscal Year 2016 Federal Research and Development (RD) Budget, on Wednesday, May 20 at 1200 p.m. Eastern Time. The hour-long webinar will provide participants with the opportunity to gain a greater understanding of the FY16 RD Budget, the budget priorities for the administration and Congress, and insights into the impact of federal investments on engineering research. The webinar will be presented by Matthew Hourihan, director of the RD Budget and Policy Program for the American Association for the Advancement of Science (AAAS). Prior to joining AAAS, Hourihan served as a clean energy policy analyst at the Information Technology Innovation Foundation. There, he tracked federal energy RD investments and innovation activities, and authored several white pa pers and policy briefs exploring the role of innovation in solving the nations energy and climate challenges. He received a masters degree in public policy with a focus on science and technology policy from George Mason University, and a bachelors degree in journalism from Ithaca College. To register for the webinar, visit the ASME Public Policy Education Center at http//ppec.asme.org.

Customize this Outstanding Bellperson Resume Sample

Customize this Outstanding Bellperson Resume SampleCustomize this Outstanding Bellperson Resume SampleCreate Resume Jim Christopher100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional Summary Friendly and physically fit Bellperson with a strong understanding of room layouts and how to greet guests at the front door. Adept at transporting luggage and bags from the lobby to guest rooms and back to the lobby, ordering taxis and other vehicles for guests and making them feel welcome. Specialize in offering advice and suggestions for guests.Core QualificationsHotel Layout and DesignCustomer ServicePhysically FitGuest RelationsGuest ManagementFriendly and WelcomingExperience Bellperson, August 2012 December 2015 Oceanview Inn and Suites, New Cityland, CAGreeted guests arriving in the lobby and showed them the check in deskUsed handcarts to transport luggage from the lobby to the rooms of guestsOffered guests advice and help on finding things to do in the surrounding areaWorked with the valet department to bring in luggage from outsideResponsible for brewing coffee and stocking the lobby with snacks and drinks Bellperson, January 2010 July 2012 Hilton Garden Suites, Los Angeles, CACleaned and maintained both the lobby and the break area used by workersWelcomed guests with a friendly smile before directing them to the desk and helping them with their bagsInformed guests on the amenities and services available at the hotelGave guests instructions on how to use the phones, appliances and other items in their roomsEducation 2010 New Cityland High School, New Cityland, CA High School DiplomaCustomize Resume

How Chatbots Can Create Lifelike Recruiting Conversations

How Chatbots Can Create Lifelike Recruiting Conversations How Chatbots Can Create Lifelike Recruiting Conversations Chatbots have become a hot topic of conversation. These days, they can help you do everything from ordering double decker tacos to finding your soulmate. Chatbots have grown so popular, in fact, that Gartner predicts that, by 2020, the average person will have more conversations with bots than with their spouse. Now thats a elendable prophecyWhat about the recruiting space? Do bots have the potential to change the dynamic between candidate and recruiter, too?For the fruchtwein part, bots have been introduced to recruiting primarily as a way to enhance messaging and communication amongkollektiv members, particularly relating to the status of candidates in the recruitment funnel. Several applicant tracking systems have recently incorporated chatbotsas a more streamlined method for sharing updates to a group of new applicants or updating teams about new applications. Whi le these collaborative enhancements are helpful, they dont really allow for true engagement with the candidate, nor do they facilitate natural conversations that further the candidates progression through the hiring process.To take chatbots to the next level of interactivity and effectiveness, it is necessary to supplement current functionality with technologies like artificial intelligence (AI) and natural language processing. By introducing these enhanced capabilities to a recruiting chatbot, wecan enable more lifelike, intelligent conversations, and chatbots can deliver spontaneous responses to candidates no matter what they ask or how they ask it.The benefit of using a recruiting-specific chatbot is that it doesnt have to be programmed to respond to an almost infinite number of questions and answers like in the cases of Alexa, Siri, and Google Home. Instead, for the vertical market of talent acquisition, the AI and natural language processing will revolve solely around conversat ional content that relates to questions a candidate might pose during the recruitment period. For instance, a recruiting chatbot might be able to reach out to a candidate to ask about their interest in a particular job and answer initial follow-up questions from the candidate, such as anticipated job responsibilities and education requirements. Imagine the potential cost savings resulting fromthis type of solution, not to mention the amount of time that would be freed up for recruiters to engage in more strategic activities.In case you think these capabilities exist solely in the realm of sci-fi books, allow me to share our experience here at Crowded, a sourcing and engagement platform for tech jobs in the New York metro area. We recently introduced a recruiting chatbot that narrows the scope of usage even further so that we can refine the bots ability to engage in high-level, realistic conversations with candidates. Specifically, we have focused our chatbot on the software develope r market.Why focus first on recruitment of software developers? There are a number of reasons, one being their propensity forearly adoption of novel technologies. In addition, weve also determined that the most successful launches of chatbots have been those with highly specific use cases, such as Poncho for customizable weather forecasts or 1-800-Flowers for ordering a bouquet. By solving for the challenges that recruiters face with software developers specifically, we can master the conversational nuances particular to those types of roles.Ultimately, the bots capabilities will expand into additional verticals and markets, but for now, we are busy helping software developers find their next job without going through the hassle of filling out cumbersome, time-consuming online job applications. Our chatbot reaches out to candidates to walk them through the few steps necessary to build a Crowded profile. By engaging in a conversation rather than requiring the completion of an onerous web form, the chatbot delivers a more constructive and positive candidate experience and sets the stage for the candidate and hiring manager to connect on next steps via text message, Facebook Messenger, or email.The results of our bots interactions have been encouraging. Response rates are 6-8 times better than with traditional recruitment channels like InMails or phone calls. Whats more, since engaging in thousands of conversations with tech candidates, our bot has become conversant on topics that are important to developers.We also have developed an escape hatch to ensure that candidates dont become frustrated with the bot or start to have negative experiences. In cases where the bot may not understand a candidates comment or cant answer a specific question, the conversation can be escalated to a menschenfreundlich being in our office who can take over the conversation seamlessly. As a result, the candidate continues to be engaged in a natural dialogue, and potential frustration points are avoided.Regardless of the market, the possibilities and applications for bots are endless. Well continue to test and analyze the conversations the chatbot undertakes. Doing so ensures we can use the best of machine learning capabilities to refine and improve the free-form nature of the candidate experience.Howard Schwartz is the CEO and cofounder of Crowded.

Resume Examples No Experience Tips & Guide

Resume Examples No Experience Tips & Guide Ruthless Resume Examples No Experience Strategies Exploited Our resume builder makes it simple to create a well-written resume in a couple of minutes. In case the employer is skimming resumes, she should have the ability to locate the needed information without needing to carefully study the resume. The resume summary will function as their sales pitch. A resume template can help direct you toward deciding on a design which works for you. You may also have a skills section in which you list soft skills in addition to any programs, languages, or certifications youve got. Skills a lot of the skills listed here were pulled from work description. Beyond that timeframe, you dont will need to include details unless the positions relate to your existing career. For instance, if the job demands RHIA certification and youre eligible but still havent taken the RHIA exam, ensure you note on your resume or cover letter that you are RHIA el igible. The War Against Resume Examples No Experience You might even have a hobby for example, writing a blog thats a review of every book you read or posting beautiful photographs on the internet that could be related to your job application. Whilst you write your summary for your resume, attempt to think of what you want them to discuss with you, and what exactly you desire an opportunity to discuss. Once youve reviewed resumes in your field, peruse resumes across fields to learn how to vary the usage of action verbs and receive a feel for what makes a highly effective accomplishment statement. Make a list of absolutely all youve done that may be useful on a resume. Any moment you list work experience or education, begin with the latest examples first. Finding a new job every year appears bad on a resume and will hurt your odds of being hired later on. The years you worked for a specific company are already listed at the peak of each work entry, so theres no need to reit erate it into a bullet point. However tempting it may be to stretch the truth, lying on your resume is always a poor idea. What you wish to avoid is having an experience section thats almost empty, or one which is full of experience thats not related to your targeted position. If youre thinking about how to create a resume, youre in the proper place Leadership doesnt have to be in a job to have the hiring managers interest Dont forget, HR professionals probably have a good deal of resumes to check at if theyre hiring. Inquire into the organization in which youre interested. Ruthless Resume Examples No Experience Strategies Exploited In some instances, the hiring company simply wont consider applications that dont possess the necessary educational entry requirements. Resume is a type of document utilized by individuals that are seeking for employment. A resume is also thought to be an advertisement of a persons self to a prospective employer. For example, as a waitress yo ure guaranteed to create skills in customer support, sales, and multi-tasking, all which may be very valuable to a prospective employer. Lies Youve Been Told About Resume Examples No Experience Even if you believe your teaching experience is minimal, its likely greater than you believe Its possible to mention your upcoming education plans too. If youre not certain which skills that you want to share, consider your prior experiences. Youre able to create a resume that highlights your soft abilities and also downplays your deficiency of technical abilities and experience. Resume objectives are occasionally regarded as the old schooltype of resume. An overview of qualifications is a means to introduce your strengths and abilities. Various duties need specific skill sets.

4 Steps to Prevent Disaster in Your Hiring Process

4 Steps to Prevent Disaster in Your Hiring ProcessPrepared, Not Scared. Be Ready for Disasters.The 2019 theme for Septembers National Preparedness Month doesnt apply solely to preparing your workforce for natural disasters. Hiring pros must also consider the unexpected what ifs. Issues such as scheduling conflicts, candidate ghosting, technology glitches, and disruptive weather conditions all result in hiring process turmoil if youre not prepared. Major challenges like these can be handled effectively with the appropriate proactive steps.It is not always possible to prevent adversity in the hiring process no matter how well you prepare your team. However, with these four steps you can proactively handle any hiring process challenge and keep your team on track1. Identify challenges that have impacted your hiring team previouslyTalent acquisition is already a challenge for the majority of companies, according to Mercer Mettls 2019 State of Talent Acquisition report. This makes it easie r for unexpected complications to completely derail your hiring process.Devising a strategic plan begins with acknowledging your teams current hiring challenges. You must understand what techniques your hiring team employs when facing struggles and the impact of overcoming past obstacles. Their direct input and experience are invaluable to creating a strategy to keep your hiring process moving along smoothly.Brainstorm with your team to create a list of plausible obstacles that could impact your hiring process. This list should include challenges great and small. Also, dig into what theyre afraid might happen based on issues such as the markets current financial state. Compare these roadblocks and fears with concrete analytics. Where their concerns align with poor hiring metric outcomes reveals the best place to start planning proactive strategies for prevention and recovery should something go amiss.2. Survey employees to understand their experiences in your hiring processA recent CareerBuilder survey found nearly 10 percent of employees have left a company because of a poor new hire experience. Additionally, many candidates accept an offer but didnt make it to the new hire phase. And just over 50 percent reported looking for other jobs after an offer welches extended and the background check was in process.Your current employees accepted your job offer and for good cause but that doesnt mean their entire candidate experience was positive. Send short, to-the-point surveys to employees to discover any hang-ups that negatively impacted their experience as candidates with your company. Try to be specific about the insight you wish to gain but leave questions open-ended.Was there any part of the application process that made you consider exiting? Please explain.If you wouldnt have accepted the job offer, why might that have been?What was your least favorite part of our companys hiring process?Please share one thing youd do to enhance the candidate experience.If your data reveals an employee had a poor candidate experience, zero in on the cause to determine if they had a unique or unusual experience due to an unexpected hiring process hangup. For example, was their offer delayed because a hiring manager quit during the hiring process? Did flooding or a blizzard prevent them from making it to the interview and it was challenging to reschedule? Maybe their interviewer was clearly sick and it was a major distraction?Use survey and follow-up answers to identify specifically where your team needs help preparing for the unexpected. For example, if internal data shows employees considered dropping out of the hiring process while struggling to complete the mobile application process and it coincides with your system crashing, you know your team needs a plan to support applicants when technology suddenly fails them.Your employees know hiringprocess woes just as much or more than your hiringteam.Click To Tweet3. Make a step-by-step plan for various obstacles your hiring team could facePreventing panic when something doesnt go as planned is a tough job. The best place to start is establishing clear communication with your team. When anfangsbuchstabe plans fail, your team knows they have a next step ready and waiting.After analyzing where your team is most susceptible to error, create a step-by-step guide for each potential hiring process obstacle. For example, when unexpected bad weather hits, candidates and hiring pros could miss scheduled interviews. Moving hiring timelines back is intimidating for many hiring pros, especially in the current state of the job market.Offer live video interviews as the next guided step to keep the process streamlined and moving. Be sure to use an interview scheduling tool to allow candidates to effortlessly reschedule based on your calendar availability.Create a step-by-step guide for each potential hiringprocess hang-up.Click To Tweet4. Teach your team best practices for preventing adversity in the hiring processComplications in the hiring process are most easily preventable when teams understand your companys best practices. Aligning their everyday processes with your standards ensures your team is working as efficiently as possible.Above all, following best practices gives your team confidence in your hiring process. Occasionally and, unfortunately, inevitably adversity will arise. However, if everyone follows through with proactive measures and subsequent backup plans, the effects wont be nearly as harmful to your brands image and growth.